Management 3320 Exam 3-Matthes
Questions With Correct Answers
/.How is training defined? - Answer-✅a planned effort to facilitate the learning of job-
related knowledge, skills, and behaviors by employees
/.What is continuous learning in an organization and why is it used? - Answer-✅-
learning system that requires employees to understand the entire work process and
expects them to acquire new skills, apply them on the job, and share what the have
learned with other employees
-used to improve business results and support business strategy by focusing on
performance
/.Training design process - Answer-✅-systematic approach for developing training
programs
-needs assessment, ensuring employee readiness, creating a learning environment,
ensuring transfer of training, selecting training methods, evaluating training programs
/.what are pressure points and outcomes in a needs assessment? - Answer-✅-
Pressure points: legislation, lack of basic skills, poor performance, new tech, customer
requests, new products, higher performance standards, new jobs, business growth or
contraction, global business expansion
-outcomes: what trainees need to learn, who receives training, type of training,
frequency of training, buy-versus-build training decision, training versus other HR
options, how training should be evaluated
(organization analysis: what is the context; task analysis: in what do they need training;
person analysis: who needs training)
/.what is required for employee training readiness? - Answer-✅-self efficacy
-understanding the benefits or consequences of training
-awareness of training needs, career interests, and goals
-enabling work environment characteristics
-basic skills needed for learning
-goal orientation
-conscientiousness
/.which factors ensure that transfer of training takes place? - Answer-✅-opportunity to
use learned capability
-technological support
-self-management skills
-peer support
, -manager support
/.what are the different training methods (examples of each) and when are they best
used? - Answer-✅-presentation: trainees are passive recipients of info (examples:
instructor-led classroom, distance learning, audiovisual)
-hands-on: trainees actively involved in learning (examples: on-the job training,
simulations, e-learning etc).
-group or team building: ideal for building teamwork skills and increasing group
effectiveness (examples: experiential programs, team training, action learning)
/.what are the different training evaluation designs? - Answer-✅-posttest only
-pretest/posttest
-posttest only with comparison group
-pretest/posttest with comparison group
-time series
/.Be able to identify issues with trainings and recommended improvements - Answer-✅-
training issues and recommended improvements: managing workforce diversity, equity,
and inclusion
-create an environment that allows all employees to contribute to organizational goals,
feel a sense of belongingness and being treated fairly, and experience personal growth
-onboarding/socialization: helping new hires adjust to social and performance aspects of
their new job
/.What are the differences between training and development? - Answer-✅-training:
immediate need, require, typically employer-sponsored and structured, low use of work
experience
-development: future opportunities or changes, voluntary, not always employer-
sponsored and formal, high use of work experience
/.understand the development planning system in terms of the employer's and
employee's roles - Answer-✅-self assessment system: employer provides assessment
info to identify employee's strengths, weaknesses, interests, and values; employee uses
info to determine his/her career interests, values, aptitudes and behavioral tendencies
and to identify needs and opportunities to improve
-reality check system: employer communicates performance evaluation, where the
employee fits in long-range plans of the company, and changes in industry, profession,
and workplace; employee receives information about how the company evaluates
his/her skills and knowledge and where he/she fit into the company's plans in order to
identify what needs are realistic to develop
-goal setting system: employer identifies short- and long-term development goals, as
well as methods to determine goal progress; employee ensures that goals are SMART
and commits to helping the employee reach the goals
-action planning: employer identifies resources the employee needs to reach goals,
including additional assessments, courses, work experiences, and relationships;
employee identifies steps and timetables to reach goals
Questions With Correct Answers
/.How is training defined? - Answer-✅a planned effort to facilitate the learning of job-
related knowledge, skills, and behaviors by employees
/.What is continuous learning in an organization and why is it used? - Answer-✅-
learning system that requires employees to understand the entire work process and
expects them to acquire new skills, apply them on the job, and share what the have
learned with other employees
-used to improve business results and support business strategy by focusing on
performance
/.Training design process - Answer-✅-systematic approach for developing training
programs
-needs assessment, ensuring employee readiness, creating a learning environment,
ensuring transfer of training, selecting training methods, evaluating training programs
/.what are pressure points and outcomes in a needs assessment? - Answer-✅-
Pressure points: legislation, lack of basic skills, poor performance, new tech, customer
requests, new products, higher performance standards, new jobs, business growth or
contraction, global business expansion
-outcomes: what trainees need to learn, who receives training, type of training,
frequency of training, buy-versus-build training decision, training versus other HR
options, how training should be evaluated
(organization analysis: what is the context; task analysis: in what do they need training;
person analysis: who needs training)
/.what is required for employee training readiness? - Answer-✅-self efficacy
-understanding the benefits or consequences of training
-awareness of training needs, career interests, and goals
-enabling work environment characteristics
-basic skills needed for learning
-goal orientation
-conscientiousness
/.which factors ensure that transfer of training takes place? - Answer-✅-opportunity to
use learned capability
-technological support
-self-management skills
-peer support
, -manager support
/.what are the different training methods (examples of each) and when are they best
used? - Answer-✅-presentation: trainees are passive recipients of info (examples:
instructor-led classroom, distance learning, audiovisual)
-hands-on: trainees actively involved in learning (examples: on-the job training,
simulations, e-learning etc).
-group or team building: ideal for building teamwork skills and increasing group
effectiveness (examples: experiential programs, team training, action learning)
/.what are the different training evaluation designs? - Answer-✅-posttest only
-pretest/posttest
-posttest only with comparison group
-pretest/posttest with comparison group
-time series
/.Be able to identify issues with trainings and recommended improvements - Answer-✅-
training issues and recommended improvements: managing workforce diversity, equity,
and inclusion
-create an environment that allows all employees to contribute to organizational goals,
feel a sense of belongingness and being treated fairly, and experience personal growth
-onboarding/socialization: helping new hires adjust to social and performance aspects of
their new job
/.What are the differences between training and development? - Answer-✅-training:
immediate need, require, typically employer-sponsored and structured, low use of work
experience
-development: future opportunities or changes, voluntary, not always employer-
sponsored and formal, high use of work experience
/.understand the development planning system in terms of the employer's and
employee's roles - Answer-✅-self assessment system: employer provides assessment
info to identify employee's strengths, weaknesses, interests, and values; employee uses
info to determine his/her career interests, values, aptitudes and behavioral tendencies
and to identify needs and opportunities to improve
-reality check system: employer communicates performance evaluation, where the
employee fits in long-range plans of the company, and changes in industry, profession,
and workplace; employee receives information about how the company evaluates
his/her skills and knowledge and where he/she fit into the company's plans in order to
identify what needs are realistic to develop
-goal setting system: employer identifies short- and long-term development goals, as
well as methods to determine goal progress; employee ensures that goals are SMART
and commits to helping the employee reach the goals
-action planning: employer identifies resources the employee needs to reach goals,
including additional assessments, courses, work experiences, and relationships;
employee identifies steps and timetables to reach goals
