WGU C235 Objective Assessment, Pre-Assessments and
Final Exams (Latest 2024/ 2025 Updates STUDY
BUNDLE WITH COMPLETE SOLUTIONS) Training and
Development| Questions and Verified Answers| 100%
Correct – Grade A
Training Design - ANSWERthe process of preparing and planning events to facilitate
learning
Training Objective - ANSWERa statement that answers the question "What should
trainees be able to do at the end of a training program? or the expected or intended
outcome of training
Learning - ANSWERthe process of acquiring new skills, knowledge, and attitudes
Performance - ANSWERthe use of new skills, knowledge, and attitudes on the job
Training Design Activities - ANSWER1. Write training objectives
2. Decide to purchase or design a training program
3. Create a request for proposal (RFP) to purchase training services and programs.
4. Determine the training content
5. Decide on the training methods
6. Incorporate active practice and conditions of practice into the training program
7. Consider design elements for active learning if adaptive expertise is required
Purpose of Training Objectives for Trainers - ANSWER1. Trainees can be assessed
prior to training to determines if they have mastered any of the objectives
2. The selection of training content and methods is simplified by objectives
3. Learning objectives enable trainers to develop measures for evaluation to
determine how to evaluate a training program, and how to calculate benefits of the
program
Purpose of Training Objectives for Trainees - ANSWER1. Objectives inform trainees
of the goals of a training program and what to expect
2. Objectives allow trainees to focus their energies on achieving specific goals
3. Objectives communicate to employees that training is important and that they will
be accountable for what they learn
Purpose of Training Objectives for Managers - ANSWER1. Objectives communicate to
managers, professional groups, and others what the trainee is expected to have
learned by the end of a training program
2. Management and supervisors know exactly what is expected of trainees and can
reinforce and support newly trained knowledge and skills on the job
,Training Objectives should contain these four key elements of the desired outcome -
ANSWER1. Who is to perform the desired behaviour?
2. What is the actual behaviour to be used to demonstrate mastery of the training
content or objective?
3. Where and when is the behaviour to be demonstrated and evaluated?
4. What is the standard by which the behaviour will be judged?
The final written objective should have three components - ANSWER1. Performance
2. Condition
3. Criterion
Benefits of bought and packaged training programs - ANSWER- high quality
- immediate delivery
- ancillary services (tests and videos)
- potential to customize
- benefit from others' experience
- extensive testing
- low price than internally developed programs
Benefits of internally developed programs - ANSWER- security and confidentiality
- use of organization's language
- incorporation of organization's values
- use of internal content expertise
- understanding of specific target audience
- pride and credibility
Purchase Decision Factors - ANSWER- Cost
- Time
- Expertise
- Availability of Training Staff
- Number of Employees who Need to be Trained
Request for Proposal - ANSWERa document that outlines to potential vendors and
consultants the organization's training and project needs
Practice - ANSWERphysical or mental rehearsal of a task, skill, or knowledge in order
to achieve some level of proficiency in performing the task or skill or demonstrating
the knowledge
Active Practice - ANSWERtrainees are given opportunities to practice the task or use
the knowledge being learned during training
Conditions of Practice - ANSWER- Pre-training Interventions
- During training
List of Pre-practice Interventions - ANSWER1. Attentional Advice
, 2. Metacognitive strategies
3. Advance Organizers
4. Goal Orientation
5. Preparatory Information
6. Pre-practice Briefs
Conditions of Practice During Training - ANSWER1. Massed or distributed practice
2. Whole or part learning
3. Overlearning
4. Task sequencing
5. Feedback and knowledge of results
Attentional Advice - ANSWERProviding trainees with information about the task
process and general task strategies that can help them learn and perform a task
Metacognitive strategies - ANSWERWays in which trainees can be instructed to self-
regulate their learning of a task
Advance organizers - ANSWERActivities that provide trainees with a structure or
framework to help them assimilate and integrate information acquired during
practice
Goal orientation - ANSWERThe type of goal that is set during training (learning or
performance)
Preparatory information - ANSWERProviding trainees with information about what
they can expect to occur during practice sessions
Pre-practice briefs - ANSWERSessions in which team members establish their roles
and responsibilities and establish performance expectations prior to a team practice
session
Massed or distributed practice - ANSWERHow the segments of a training program
are divided and whether the training is conducted in a single session or divided into
several sessions with breaks or rest periods between them
Whole or part learning - ANSWERWhether the training material is learned and
practiced at one time or one part at a time
Overlearning - ANSWERContinued practice even after trainees have mastered a task
so that the behaviour becomes automatic
Task sequencing - ANSWERDividing training material into an organized and logical
sequence of sub-tasks
Feedback and knowledge of results - ANSWERProviding trainees with information
and knowledge about their performance on a training task
Final Exams (Latest 2024/ 2025 Updates STUDY
BUNDLE WITH COMPLETE SOLUTIONS) Training and
Development| Questions and Verified Answers| 100%
Correct – Grade A
Training Design - ANSWERthe process of preparing and planning events to facilitate
learning
Training Objective - ANSWERa statement that answers the question "What should
trainees be able to do at the end of a training program? or the expected or intended
outcome of training
Learning - ANSWERthe process of acquiring new skills, knowledge, and attitudes
Performance - ANSWERthe use of new skills, knowledge, and attitudes on the job
Training Design Activities - ANSWER1. Write training objectives
2. Decide to purchase or design a training program
3. Create a request for proposal (RFP) to purchase training services and programs.
4. Determine the training content
5. Decide on the training methods
6. Incorporate active practice and conditions of practice into the training program
7. Consider design elements for active learning if adaptive expertise is required
Purpose of Training Objectives for Trainers - ANSWER1. Trainees can be assessed
prior to training to determines if they have mastered any of the objectives
2. The selection of training content and methods is simplified by objectives
3. Learning objectives enable trainers to develop measures for evaluation to
determine how to evaluate a training program, and how to calculate benefits of the
program
Purpose of Training Objectives for Trainees - ANSWER1. Objectives inform trainees
of the goals of a training program and what to expect
2. Objectives allow trainees to focus their energies on achieving specific goals
3. Objectives communicate to employees that training is important and that they will
be accountable for what they learn
Purpose of Training Objectives for Managers - ANSWER1. Objectives communicate to
managers, professional groups, and others what the trainee is expected to have
learned by the end of a training program
2. Management and supervisors know exactly what is expected of trainees and can
reinforce and support newly trained knowledge and skills on the job
,Training Objectives should contain these four key elements of the desired outcome -
ANSWER1. Who is to perform the desired behaviour?
2. What is the actual behaviour to be used to demonstrate mastery of the training
content or objective?
3. Where and when is the behaviour to be demonstrated and evaluated?
4. What is the standard by which the behaviour will be judged?
The final written objective should have three components - ANSWER1. Performance
2. Condition
3. Criterion
Benefits of bought and packaged training programs - ANSWER- high quality
- immediate delivery
- ancillary services (tests and videos)
- potential to customize
- benefit from others' experience
- extensive testing
- low price than internally developed programs
Benefits of internally developed programs - ANSWER- security and confidentiality
- use of organization's language
- incorporation of organization's values
- use of internal content expertise
- understanding of specific target audience
- pride and credibility
Purchase Decision Factors - ANSWER- Cost
- Time
- Expertise
- Availability of Training Staff
- Number of Employees who Need to be Trained
Request for Proposal - ANSWERa document that outlines to potential vendors and
consultants the organization's training and project needs
Practice - ANSWERphysical or mental rehearsal of a task, skill, or knowledge in order
to achieve some level of proficiency in performing the task or skill or demonstrating
the knowledge
Active Practice - ANSWERtrainees are given opportunities to practice the task or use
the knowledge being learned during training
Conditions of Practice - ANSWER- Pre-training Interventions
- During training
List of Pre-practice Interventions - ANSWER1. Attentional Advice
, 2. Metacognitive strategies
3. Advance Organizers
4. Goal Orientation
5. Preparatory Information
6. Pre-practice Briefs
Conditions of Practice During Training - ANSWER1. Massed or distributed practice
2. Whole or part learning
3. Overlearning
4. Task sequencing
5. Feedback and knowledge of results
Attentional Advice - ANSWERProviding trainees with information about the task
process and general task strategies that can help them learn and perform a task
Metacognitive strategies - ANSWERWays in which trainees can be instructed to self-
regulate their learning of a task
Advance organizers - ANSWERActivities that provide trainees with a structure or
framework to help them assimilate and integrate information acquired during
practice
Goal orientation - ANSWERThe type of goal that is set during training (learning or
performance)
Preparatory information - ANSWERProviding trainees with information about what
they can expect to occur during practice sessions
Pre-practice briefs - ANSWERSessions in which team members establish their roles
and responsibilities and establish performance expectations prior to a team practice
session
Massed or distributed practice - ANSWERHow the segments of a training program
are divided and whether the training is conducted in a single session or divided into
several sessions with breaks or rest periods between them
Whole or part learning - ANSWERWhether the training material is learned and
practiced at one time or one part at a time
Overlearning - ANSWERContinued practice even after trainees have mastered a task
so that the behaviour becomes automatic
Task sequencing - ANSWERDividing training material into an organized and logical
sequence of sub-tasks
Feedback and knowledge of results - ANSWERProviding trainees with information
and knowledge about their performance on a training task
