WGU C235 TRAINING AND DEVELOPMENT OA EXAM 2
VERSIONS (VERSION A AND B) COMPLETE 500
QUESTIONS WITH DETAILED VERIFIED ANSWERS (100%
CORRECT ANSWERS) /ALREADY GRADED A+
Which of the following statements is typically not the responsibility of Training &
Development (T&D) professionals? - ANSWER: provide a legal opinion in response to
a corporate attorney's request
Which of the following does not define a learning organization? - ANSWER: Human
Resource Management, training, knowledge, and skill acquisition
In today's competitive world, it is important that business units work in "silos" in
order to retain efficiencies as well as resources. - ANSWER: False
Which one of the following groups has a responsibility to promote a changing
corporate culture? - ANSWER: all of the above
Human Resources and Training and Development should play a ____________ role
in the organization. - ANSWER: strategic
The Training Process Model (TPM) is neither practical nor cost-effective for small
businesses; instead, small companies should develop an abbreviated process that fits
to scale. - ANSWER: False
Organizational Development is a strategy to change a business's culture. - ANSWER:
True
As something developed by both training and learning organizations, a ________ is
more than just KSAs; it is the ability to integrate and apply the KSAs to do a job. -
ANSWER: competency
Who is responsible for introducing the notion of "learning waves"? - ANSWER: Peter
M. Senge
The primary reason that conflicts exist between Organizational Development (OD)
and Training & Development (T&D) is_____________________. - ANSWER: OD and
T&D departments are often separated
Strategic planning should only focus on the internal environment. - ANSWER: False
Choose the statement below that is not correct. Once a company has completed the
external environmental analysis, it may ______________. - ANSWER: research
successful companies' internal strategic plans and determine which one to
implement
, Human Resource departments have a responsibility to ensure that their hiring
practices comply with United States federal law, which makes it illegal to exclude
people from training on the basis of gender, race, age (employees aged 40 or older),
and disabilities. - ANSWER: True
In order to create a robust learning organization, employees should ___________
the process to influence the corporate environment. - ANSWER: be involved in
Which of the following does not define a learning organization? - ANSWER: NOT
organizational capacity and the experiential learning that often goes unnoticed in
organizations
Companies are closed systems in that they make their own decisions and set their
own policies. - ANSWER: False
Laws that required selection (e.g. hiring and promotion) to be job-related led to an
increase of competency model use - ANSWER: True
Competencies and competency models are widely accepted as the best indicators of
performance. - ANSWER: False
Lack of training is to blame for problems that do not have a KSA deficiency. -
ANSWER: False
An example of a proactive TNA is succession planning. - ANSWER: True
When looking for Organizational Performance Gaps (OPGs), which data source would
not be appropriate? - ANSWER: current trends in training and development
In May, a new line of machinery was added. Since the new equipment was installed,
the production line is shutting down once a day. An analysis is needed to determine
what is causing the problem. This is an example of _________. - ANSWER: a reactive
analysis
When addressing a non-training need that has a KSA deficiency, it is still best to use
training to fix the deficiency. - ANSWER: False
Which one of the following launches the Training Needs Analysis (TNA)? - ANSWER:
trigger
Which one of the following might be an appropriate solution when a small business
is faced with a high turnover rate? - ANSWER: all of the above
A TNA provides only evaluation measures. - ANSWER: False
VERSIONS (VERSION A AND B) COMPLETE 500
QUESTIONS WITH DETAILED VERIFIED ANSWERS (100%
CORRECT ANSWERS) /ALREADY GRADED A+
Which of the following statements is typically not the responsibility of Training &
Development (T&D) professionals? - ANSWER: provide a legal opinion in response to
a corporate attorney's request
Which of the following does not define a learning organization? - ANSWER: Human
Resource Management, training, knowledge, and skill acquisition
In today's competitive world, it is important that business units work in "silos" in
order to retain efficiencies as well as resources. - ANSWER: False
Which one of the following groups has a responsibility to promote a changing
corporate culture? - ANSWER: all of the above
Human Resources and Training and Development should play a ____________ role
in the organization. - ANSWER: strategic
The Training Process Model (TPM) is neither practical nor cost-effective for small
businesses; instead, small companies should develop an abbreviated process that fits
to scale. - ANSWER: False
Organizational Development is a strategy to change a business's culture. - ANSWER:
True
As something developed by both training and learning organizations, a ________ is
more than just KSAs; it is the ability to integrate and apply the KSAs to do a job. -
ANSWER: competency
Who is responsible for introducing the notion of "learning waves"? - ANSWER: Peter
M. Senge
The primary reason that conflicts exist between Organizational Development (OD)
and Training & Development (T&D) is_____________________. - ANSWER: OD and
T&D departments are often separated
Strategic planning should only focus on the internal environment. - ANSWER: False
Choose the statement below that is not correct. Once a company has completed the
external environmental analysis, it may ______________. - ANSWER: research
successful companies' internal strategic plans and determine which one to
implement
, Human Resource departments have a responsibility to ensure that their hiring
practices comply with United States federal law, which makes it illegal to exclude
people from training on the basis of gender, race, age (employees aged 40 or older),
and disabilities. - ANSWER: True
In order to create a robust learning organization, employees should ___________
the process to influence the corporate environment. - ANSWER: be involved in
Which of the following does not define a learning organization? - ANSWER: NOT
organizational capacity and the experiential learning that often goes unnoticed in
organizations
Companies are closed systems in that they make their own decisions and set their
own policies. - ANSWER: False
Laws that required selection (e.g. hiring and promotion) to be job-related led to an
increase of competency model use - ANSWER: True
Competencies and competency models are widely accepted as the best indicators of
performance. - ANSWER: False
Lack of training is to blame for problems that do not have a KSA deficiency. -
ANSWER: False
An example of a proactive TNA is succession planning. - ANSWER: True
When looking for Organizational Performance Gaps (OPGs), which data source would
not be appropriate? - ANSWER: current trends in training and development
In May, a new line of machinery was added. Since the new equipment was installed,
the production line is shutting down once a day. An analysis is needed to determine
what is causing the problem. This is an example of _________. - ANSWER: a reactive
analysis
When addressing a non-training need that has a KSA deficiency, it is still best to use
training to fix the deficiency. - ANSWER: False
Which one of the following launches the Training Needs Analysis (TNA)? - ANSWER:
trigger
Which one of the following might be an appropriate solution when a small business
is faced with a high turnover rate? - ANSWER: all of the above
A TNA provides only evaluation measures. - ANSWER: False
