INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS
WITH COMPLETE SOLUTIONS VERIFIED
What is transfer? Why is it important?
Taking what you learned and behaviorally bringing it back to your actual job. Important
because it is one way of knowing how functional the training really is
How do we assess training needs? More specifically, what happens at each of the
following levels of analysis
Organization analysis level : why this training? What are we trying to achieve here,
where are we falling short?
Operations/KSAO/Task analysis level: What KSAOs should prioritize? What do people
need to have in order to help fill that gap?
identifying the important tasks, KSAOs, and/or competencies that need to be
emphasized in training for a particular job or family of jobs
we identify the content of training that needs to be delivered to support the business
needs identified in the organization level of analysis
Person analysis level : Who needs development? Who are we targeting and prioritizing?
Which employees want to learn more?
identifies the particular individuals in a job or job group who will receive the training
We might focus here on people who have development needs and are performing
poorly, or we might focus on people who have self-nominated for training because they
want to learn the material identified at the operations level of analysis.
,Demographic analysis level : Are there particular combinations of the person level
demographics and operation level concerns who need training, where we would need
special approaches?
What individual differences are especially important in the training process?
training motivation: describes the intrinsic interest on the part of the trainee to
participate in the training program. People with high training motivation are more likely
to attend the program, put in effort, and try to transfer the material after the training
ends.
pre-training self efficacy: e trainee's sense of confidence that he or she can learn the
material. Unlike self-esteem, self-efficacy is a domain-specific judgment; people can
have high self-efficacy for some activities (e.g., writing) and low self-efficacy for others
(e.g., public speaking).
When self efficacy is low, trainees are likely to disengage from the training and give up
too easily when they experience difficulties.
trainability: the possession of sufficient cognitive ability and foundational skills that
allows someone to learn the more advanced content in a training program
Not all people are equally ready for training, and we need to ensure that everyone
entering a training program has sufficient motivation, self-efficacy, and trainability to
succeed before we even start thinking about the details of how the program will unfold
How does team training differ from individual training? What are some design
features that we want to emphasize in team training?
team coordination training, which focuses on improving communication and cooperation
within the team. Coordination is generally a critical prerequisite that helps teams work
, together well enough to learn the subsequent content.
emphasize cross-training to build flexible responsiveness within the team. Cross-trained
team members can perform each other's responsibilities, which helps the group
maintain high performance despite the absence or loss of any individual person.
Team training also tends to use guided correction after practice to identify errors and
discuss feedback. For example, professional sports teams routinely review game
recordings as a group to identify missed opportunities and errors, and to discuss what
and how they will improve in subsequent practice. The trainer or another organizational
authority generally leads the guided correction process to point out insights that the
trainees themselves might miss.
What is CRM? What team capabilities does it emphasize?
Crew Resource Management : Much of the pioneering work on team training stems
from this program developed within the aviation industry
Emphasizes the hierarchical rankings of the employees. seeks to ensure that team
members with lower status or power are able and willing to clearly communicate
problems that they observe to team members with higher status or power
emphasizes basic coordination skills, including situational awareness, adaptability,
teamwork, and assertiveness with the goal of improving decision-making processes
within the team
What does active learning involve? How is error management training an example
of this?
WITH COMPLETE SOLUTIONS VERIFIED
What is transfer? Why is it important?
Taking what you learned and behaviorally bringing it back to your actual job. Important
because it is one way of knowing how functional the training really is
How do we assess training needs? More specifically, what happens at each of the
following levels of analysis
Organization analysis level : why this training? What are we trying to achieve here,
where are we falling short?
Operations/KSAO/Task analysis level: What KSAOs should prioritize? What do people
need to have in order to help fill that gap?
identifying the important tasks, KSAOs, and/or competencies that need to be
emphasized in training for a particular job or family of jobs
we identify the content of training that needs to be delivered to support the business
needs identified in the organization level of analysis
Person analysis level : Who needs development? Who are we targeting and prioritizing?
Which employees want to learn more?
identifies the particular individuals in a job or job group who will receive the training
We might focus here on people who have development needs and are performing
poorly, or we might focus on people who have self-nominated for training because they
want to learn the material identified at the operations level of analysis.
,Demographic analysis level : Are there particular combinations of the person level
demographics and operation level concerns who need training, where we would need
special approaches?
What individual differences are especially important in the training process?
training motivation: describes the intrinsic interest on the part of the trainee to
participate in the training program. People with high training motivation are more likely
to attend the program, put in effort, and try to transfer the material after the training
ends.
pre-training self efficacy: e trainee's sense of confidence that he or she can learn the
material. Unlike self-esteem, self-efficacy is a domain-specific judgment; people can
have high self-efficacy for some activities (e.g., writing) and low self-efficacy for others
(e.g., public speaking).
When self efficacy is low, trainees are likely to disengage from the training and give up
too easily when they experience difficulties.
trainability: the possession of sufficient cognitive ability and foundational skills that
allows someone to learn the more advanced content in a training program
Not all people are equally ready for training, and we need to ensure that everyone
entering a training program has sufficient motivation, self-efficacy, and trainability to
succeed before we even start thinking about the details of how the program will unfold
How does team training differ from individual training? What are some design
features that we want to emphasize in team training?
team coordination training, which focuses on improving communication and cooperation
within the team. Coordination is generally a critical prerequisite that helps teams work
, together well enough to learn the subsequent content.
emphasize cross-training to build flexible responsiveness within the team. Cross-trained
team members can perform each other's responsibilities, which helps the group
maintain high performance despite the absence or loss of any individual person.
Team training also tends to use guided correction after practice to identify errors and
discuss feedback. For example, professional sports teams routinely review game
recordings as a group to identify missed opportunities and errors, and to discuss what
and how they will improve in subsequent practice. The trainer or another organizational
authority generally leads the guided correction process to point out insights that the
trainees themselves might miss.
What is CRM? What team capabilities does it emphasize?
Crew Resource Management : Much of the pioneering work on team training stems
from this program developed within the aviation industry
Emphasizes the hierarchical rankings of the employees. seeks to ensure that team
members with lower status or power are able and willing to clearly communicate
problems that they observe to team members with higher status or power
emphasizes basic coordination skills, including situational awareness, adaptability,
teamwork, and assertiveness with the goal of improving decision-making processes
within the team
What does active learning involve? How is error management training an example
of this?
