MAN 6635 ACTUAL UPDATED QUESTIONS AND
ANSWERS SURE A+
✔✔3 Questions of Formal Training Needs Assessment - ✔✔- What aspects of
organization makes training more or less necessary?
(Organizational Analysis)
- What might need to be trained?
(Job Analysis/Task Analysis)
- What aspects of the trainees and the organization makes training more or less
necessary?
(Person Analysis)
✔✔Factors that influence motivation to learn - ✔✔- Self-efficacy (being sure you can
learn material)
- Benefits or consequences of training
- Awareness of training needs
- Work environment
- Basic skills
- Conscientiousness
✔✔Most courts of law require the following to establish defendant's guilt in capital
murder case - ✔✔Means, Motive, and Opportunity
✔✔Proving Murder Analogy (Factors Influencing Motivation to Learn) - ✔✔Most courts
of law require the following to establish defendant's guilt in capital murder case: Means,
motive, and opportunity
Means - ability to commit the crime
- Self-efficacy
- Basic skills
- Conscientiousness
Motive - a reason/motivation for committing the crime
- Benefits or consequences of training
- Awareness of a need to train
, Opportunity - a chance to commit the crime
- Work environment
✔✔Climate for Transfer - ✔✔Give trainees an immediate and frequent opportunity to
perform new tasks
- Ensure all resources are available
- Tolerate mistakes that come with using newly learned skills
- Provide a "booster session" (revisit knowledge given)
✔✔How to Evaluate Training Effectiveness - ✔✔- Simply ask participants
- Usual criteria are increases in knowledge or skills, but sometimes other types may be
as relevant
- Non-K, Non-S Criteria
✔✔Non-K, Non-S Criteria - ✔✔- Affective- Attitudes toward diversity, importance of
safety, customer service orientation
- Business Results- Improvements in absenteeism, job performance, decrease in
customer complaints
✔✔Affective Criteria - ✔✔Attitudes toward diversity, importance of safety, customer
service orientation
✔✔Business Results Criteria - ✔✔Improvements in absenteeism, job performance,
decrease in customer complaints
✔✔When trainees asked to demonstrate some skill several months later, they were
better at it than those who were not trained.
Does this mean the training worked? - ✔✔No.
-Evaluation known as: Post-test Only with Comparison Group
-Convenient and cheap
✔✔If trained group performs better after training than before, does this mean the
training worked? - ✔✔No.
- Groups compared after training may differ for reasons other than training, such as pre-
existing differences
- Group that improves from pre to post-training may improve for reasons other than
training, such as maturation or some historical event
Evaluation design: Pretest/Posttest
ANSWERS SURE A+
✔✔3 Questions of Formal Training Needs Assessment - ✔✔- What aspects of
organization makes training more or less necessary?
(Organizational Analysis)
- What might need to be trained?
(Job Analysis/Task Analysis)
- What aspects of the trainees and the organization makes training more or less
necessary?
(Person Analysis)
✔✔Factors that influence motivation to learn - ✔✔- Self-efficacy (being sure you can
learn material)
- Benefits or consequences of training
- Awareness of training needs
- Work environment
- Basic skills
- Conscientiousness
✔✔Most courts of law require the following to establish defendant's guilt in capital
murder case - ✔✔Means, Motive, and Opportunity
✔✔Proving Murder Analogy (Factors Influencing Motivation to Learn) - ✔✔Most courts
of law require the following to establish defendant's guilt in capital murder case: Means,
motive, and opportunity
Means - ability to commit the crime
- Self-efficacy
- Basic skills
- Conscientiousness
Motive - a reason/motivation for committing the crime
- Benefits or consequences of training
- Awareness of a need to train
, Opportunity - a chance to commit the crime
- Work environment
✔✔Climate for Transfer - ✔✔Give trainees an immediate and frequent opportunity to
perform new tasks
- Ensure all resources are available
- Tolerate mistakes that come with using newly learned skills
- Provide a "booster session" (revisit knowledge given)
✔✔How to Evaluate Training Effectiveness - ✔✔- Simply ask participants
- Usual criteria are increases in knowledge or skills, but sometimes other types may be
as relevant
- Non-K, Non-S Criteria
✔✔Non-K, Non-S Criteria - ✔✔- Affective- Attitudes toward diversity, importance of
safety, customer service orientation
- Business Results- Improvements in absenteeism, job performance, decrease in
customer complaints
✔✔Affective Criteria - ✔✔Attitudes toward diversity, importance of safety, customer
service orientation
✔✔Business Results Criteria - ✔✔Improvements in absenteeism, job performance,
decrease in customer complaints
✔✔When trainees asked to demonstrate some skill several months later, they were
better at it than those who were not trained.
Does this mean the training worked? - ✔✔No.
-Evaluation known as: Post-test Only with Comparison Group
-Convenient and cheap
✔✔If trained group performs better after training than before, does this mean the
training worked? - ✔✔No.
- Groups compared after training may differ for reasons other than training, such as pre-
existing differences
- Group that improves from pre to post-training may improve for reasons other than
training, such as maturation or some historical event
Evaluation design: Pretest/Posttest
