Page 1 of 89
WGU C235 TRAINING AND DEVELOPMENT EXAM STUDY GUIDE
COMPLETE 500 QUESTIONS WITH CORRECT DETAILED ANSWERS
LATEST UPDATE THIS YEAR - JUST RELEASED
According to the stages of HR Competency, developing credibility and a reputation are both
parts of what stage?
a. Influencing
b. Mastering
c. Applying
d. Acquiring
c. Applying
Which of the following is the responsibility of line management and not the human resources
department?
a. Coordinates career planning and employee development efforts
b. Prepares knowledge and skill training materials
c. Provides feedback on the effectiveness of formal training efforts
d. Provides input and expertise for individual and organizational development efforts
c. Provides feedback on the effectiveness of formal training efforts
The goal of needs assessment is to:
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I: Determine whether a training need exists
II: Who it is that needs the training
III: Where in the organization the need exists
IV: Exactly what kind of training is needed
a. I, III, and IV
b. I, II, and IV
c. I, II, and III
d. I, II, III, and IV
a. I, III, and IV
What are the three levels of needs assessment?
a. Behavior, organizational, and analysis
b. Analysis, implementation, and feedback
c. Organizational, task, and person
d. Task, behavior, and feedback
c. Organizational, task, and person
A learning objective should be a/an ________ objective.
a. Performance
b. Behavior
c. Obtainable
d. Skill
b. Behavior
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What can be the most powerful kind of feedback for learning?
a. Positive
b. Reflection
c. Observation
d. Negative
c. Observation
Aligns human capital with organizational objectives and strategies:
a. Company mission statement
b. Human Resource Management
c. Upper-level management
d. Training and Development
b. Human Resource Management
Tactic knowledge, education, and experience are all examples of:
a. Intellectual capital
b. Organizational capability
c. Human capital
d. Social capital
c. Human capital
Sustainable competitive advantage is built upon:
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, Page 4 of 89
a. Organizational commitment
b. Intangible resources
c. Business strategy
d. Training and development
d. Training and development
Concrete experience, reflective observation, abstract conceptualization, and active
experimentation are all examples of:
a. Learning approaches
b. Learner characteristics
c. Learning styles
d. Learner categories
a. Learning approaches
In order to be ready for training, trainees need high self-efficacy. In other words, trainees
need:
a. The motivation and determination to make the training beneficial
b. Personal ambitions and goals
c. To feel they are of worth to the company
d. To believe they are capable of learning the material
d. To believe they are capable of learning the material
Training and development methods can be divided into three categories:
4
WGU C235 TRAINING AND DEVELOPMENT EXAM STUDY GUIDE
COMPLETE 500 QUESTIONS WITH CORRECT DETAILED ANSWERS
LATEST UPDATE THIS YEAR - JUST RELEASED
According to the stages of HR Competency, developing credibility and a reputation are both
parts of what stage?
a. Influencing
b. Mastering
c. Applying
d. Acquiring
c. Applying
Which of the following is the responsibility of line management and not the human resources
department?
a. Coordinates career planning and employee development efforts
b. Prepares knowledge and skill training materials
c. Provides feedback on the effectiveness of formal training efforts
d. Provides input and expertise for individual and organizational development efforts
c. Provides feedback on the effectiveness of formal training efforts
The goal of needs assessment is to:
1
,Page 2 of 89
I: Determine whether a training need exists
II: Who it is that needs the training
III: Where in the organization the need exists
IV: Exactly what kind of training is needed
a. I, III, and IV
b. I, II, and IV
c. I, II, and III
d. I, II, III, and IV
a. I, III, and IV
What are the three levels of needs assessment?
a. Behavior, organizational, and analysis
b. Analysis, implementation, and feedback
c. Organizational, task, and person
d. Task, behavior, and feedback
c. Organizational, task, and person
A learning objective should be a/an ________ objective.
a. Performance
b. Behavior
c. Obtainable
d. Skill
b. Behavior
2
,Page 3 of 89
What can be the most powerful kind of feedback for learning?
a. Positive
b. Reflection
c. Observation
d. Negative
c. Observation
Aligns human capital with organizational objectives and strategies:
a. Company mission statement
b. Human Resource Management
c. Upper-level management
d. Training and Development
b. Human Resource Management
Tactic knowledge, education, and experience are all examples of:
a. Intellectual capital
b. Organizational capability
c. Human capital
d. Social capital
c. Human capital
Sustainable competitive advantage is built upon:
3
, Page 4 of 89
a. Organizational commitment
b. Intangible resources
c. Business strategy
d. Training and development
d. Training and development
Concrete experience, reflective observation, abstract conceptualization, and active
experimentation are all examples of:
a. Learning approaches
b. Learner characteristics
c. Learning styles
d. Learner categories
a. Learning approaches
In order to be ready for training, trainees need high self-efficacy. In other words, trainees
need:
a. The motivation and determination to make the training beneficial
b. Personal ambitions and goals
c. To feel they are of worth to the company
d. To believe they are capable of learning the material
d. To believe they are capable of learning the material
Training and development methods can be divided into three categories:
4
