WGU C235 Training & Development Actual
Exam Study Questions with 100% Correct
Answers
1. 360 Degree Review - ANSWER Receiving feedback from all those affected
by the work of a particular individual, including customers, suppliers,
bosses, subordinates, peers, and others.
2. 4 Cs - ANSWER Communication skills, collaboration skills, cognitive
skills, and consulting skills.
3. ABC Rule - ANSWER A way in which to deliver both positive and
negative feedback that is non-accusatory and non-inflammatory ("When you
do A, then I feel B, and the organizational consequences are C").
4. Build Up Aproach - ANSWER Strong experimental evidence at lower
levels in the training evaluation model was used to support the less direct
and less conclusive evidence at the higher levels of the model.
5. Buy or Build - ANSWER The decision organizations face relating to
investments in selecting new employees versus investments in training and
development of current human resources.
6. CLO - ANSWER Chief Learning Officer, sometimes referred to as the
CKO or "Chief Knowledge Officer." This is a strategic position charged
with thinking critically about the organization's long-term needs for talent
and how best to position the training and development process within the
broader framework of the organization's capabilities to fulfill customer
needs and fend off potential competitive rivals.
,7. Career - ANSWER A series of work-related positions a person holds
throughout life.
8. Career Development - ANSWER Doing both career management and career
planning together is sometimes called career development.
9. Career Management - ANSWER Doing both career management and career
planning together is sometimes called career development.
10.Career Planning - ANSWER How an individual views career moves in
order to achieve life goals, as well as discovering what knowledge, skills,
abilities, or other characteristics need to be developed over time in order to
qualify for promotions and/or job changes that align with the individuals
desired direction.
11.Career Plateau - ANSWER Organizations are organized like pyramids and
thus the higher up you go the fewer positions there are above you. When
employees have reached the level where they have "topped out" they have
hit a career plateau, where there is no more upward movement.
12.Case Study - ANSWER Provides a realistic situation for trainees who must
put themselves in the shoes of the decision maker in the case and try to
resolve a problem using materials or frameworks learned in the training.
13.Central Tendency Error - ANSWER A bias that reflects the tendency to
lump others together as average.
14.Coach - ANSWER Someone who has a particular expertise or competence
that the leader-in-training learns about during the coaching relationship.
,15.Competency - ANSWER An underlying characteristic of an individual that
is casually related to superior performance in a job or situation
16.Competency Companion - ANSWER A selected complementary behavior
to develops as an adjunct to a pre-existing strength
17.Competetive Advantange - ANSWER The ability to provide a product or
service to a paying customer in a way that cannot be easily matched by a
competitor.
18.Continuous Improvement - ANSWER Small, incremental steps to improve
quality over an extended period of time.
19.ADDIE Model - ANSWER A common framework for training and
development where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
20.ASTD Competency Model - ANSWER States the competencies needed by
trainers and facilitators, including "foundational" competencies, such as
interpersonal skills (e.g., communicating effectively), business and
management knowledge (e.g., thinking strategically), and personal traits
(e.g., adaptability).
21.Action Learning - ANSWER An approach to leadership development that
integrates classroom learning and on-the-job learning by working on real
problems.
, 22.Adverse Impact - ANSWER A substantially different rate of selection in
hiring, promotion or other employment decision which works to the
disadvantage of members of a race, sex or ethnic group.
23.Affirmative Defense - ANSWER Supervisors are taught what sexual
harassment is, how to prevent it, and what to do in case an employee claims
that he or she has been a victim of sexual harassment.
24.Alternation Rankins - ANSWER A ranking approach where a supervisor
will identify the top and bottom performers, remove their names from the
group of ratees, and repeat this process until all employees are ranked.
25.Action Plan - ANSWER A plan developed at the end of training to aid in
transfer, overcoming potential obstacles back at work, and avoiding relapse.
26.Asychroneous - ANSWER A type of e-learning in which students do not
interact at the same time, but whenever they are available.
27.Behavior Model Training - ANSWER One well-researched approach to
developing leaders in a classroom setting, particularly at the supervisory
level.
28.Behavior Shaping - ANSWER Refers to the selective reinforcement of
successfully approximate performance of a target behavior until the target is
achieved.
29.Behavior thinking - ANSWER If what a leader is doesn't seem to explain
effectiveness, perhaps it is what a leader does.
Exam Study Questions with 100% Correct
Answers
1. 360 Degree Review - ANSWER Receiving feedback from all those affected
by the work of a particular individual, including customers, suppliers,
bosses, subordinates, peers, and others.
2. 4 Cs - ANSWER Communication skills, collaboration skills, cognitive
skills, and consulting skills.
3. ABC Rule - ANSWER A way in which to deliver both positive and
negative feedback that is non-accusatory and non-inflammatory ("When you
do A, then I feel B, and the organizational consequences are C").
4. Build Up Aproach - ANSWER Strong experimental evidence at lower
levels in the training evaluation model was used to support the less direct
and less conclusive evidence at the higher levels of the model.
5. Buy or Build - ANSWER The decision organizations face relating to
investments in selecting new employees versus investments in training and
development of current human resources.
6. CLO - ANSWER Chief Learning Officer, sometimes referred to as the
CKO or "Chief Knowledge Officer." This is a strategic position charged
with thinking critically about the organization's long-term needs for talent
and how best to position the training and development process within the
broader framework of the organization's capabilities to fulfill customer
needs and fend off potential competitive rivals.
,7. Career - ANSWER A series of work-related positions a person holds
throughout life.
8. Career Development - ANSWER Doing both career management and career
planning together is sometimes called career development.
9. Career Management - ANSWER Doing both career management and career
planning together is sometimes called career development.
10.Career Planning - ANSWER How an individual views career moves in
order to achieve life goals, as well as discovering what knowledge, skills,
abilities, or other characteristics need to be developed over time in order to
qualify for promotions and/or job changes that align with the individuals
desired direction.
11.Career Plateau - ANSWER Organizations are organized like pyramids and
thus the higher up you go the fewer positions there are above you. When
employees have reached the level where they have "topped out" they have
hit a career plateau, where there is no more upward movement.
12.Case Study - ANSWER Provides a realistic situation for trainees who must
put themselves in the shoes of the decision maker in the case and try to
resolve a problem using materials or frameworks learned in the training.
13.Central Tendency Error - ANSWER A bias that reflects the tendency to
lump others together as average.
14.Coach - ANSWER Someone who has a particular expertise or competence
that the leader-in-training learns about during the coaching relationship.
,15.Competency - ANSWER An underlying characteristic of an individual that
is casually related to superior performance in a job or situation
16.Competency Companion - ANSWER A selected complementary behavior
to develops as an adjunct to a pre-existing strength
17.Competetive Advantange - ANSWER The ability to provide a product or
service to a paying customer in a way that cannot be easily matched by a
competitor.
18.Continuous Improvement - ANSWER Small, incremental steps to improve
quality over an extended period of time.
19.ADDIE Model - ANSWER A common framework for training and
development where the five steps in the model are Assessment, Design,
Development, Implementation, and Evaluation.
20.ASTD Competency Model - ANSWER States the competencies needed by
trainers and facilitators, including "foundational" competencies, such as
interpersonal skills (e.g., communicating effectively), business and
management knowledge (e.g., thinking strategically), and personal traits
(e.g., adaptability).
21.Action Learning - ANSWER An approach to leadership development that
integrates classroom learning and on-the-job learning by working on real
problems.
, 22.Adverse Impact - ANSWER A substantially different rate of selection in
hiring, promotion or other employment decision which works to the
disadvantage of members of a race, sex or ethnic group.
23.Affirmative Defense - ANSWER Supervisors are taught what sexual
harassment is, how to prevent it, and what to do in case an employee claims
that he or she has been a victim of sexual harassment.
24.Alternation Rankins - ANSWER A ranking approach where a supervisor
will identify the top and bottom performers, remove their names from the
group of ratees, and repeat this process until all employees are ranked.
25.Action Plan - ANSWER A plan developed at the end of training to aid in
transfer, overcoming potential obstacles back at work, and avoiding relapse.
26.Asychroneous - ANSWER A type of e-learning in which students do not
interact at the same time, but whenever they are available.
27.Behavior Model Training - ANSWER One well-researched approach to
developing leaders in a classroom setting, particularly at the supervisory
level.
28.Behavior Shaping - ANSWER Refers to the selective reinforcement of
successfully approximate performance of a target behavior until the target is
achieved.
29.Behavior thinking - ANSWER If what a leader is doesn't seem to explain
effectiveness, perhaps it is what a leader does.
