CHAPTER 7 – TRAINING
1. _____ involves development programs, courses, and events that are developed and
organized by the company.
A. Tacit
knowledge
B. Formal
training
C. Transfer of
trainings
D. Implicit
learning
E. On-the-job
knowledge
2. Which of the following statements is true of continuous learning?
A. It is an informal learning approach initiated by
employees.
B. It is an organizational effort that relies solely on formal
training.
C. It is a system that expects employees to understand the entire
work process.
D. It is a system that requires employees to have only task-specific
knowledge.
E. It expects employees to acquire knowledge on their own and not share
with others.
3. Processes, checklists, flowcharts, formulas, and definitions are examples of _____.
A. experiential
knowledge
B. tacit
knowledge
C. informal training
tools
D. explicit
knowledge
E. on-the-job
learning
4. Which of the following is true of informal learning?
A. It is initiated by the management of an
organization.
B. It involves training and development
programs.
C. It occurs in a planned setting for facilitating
knowledge.
D. It occurs as a result of gathering explicit
knowledge.
E. It is motivated by a personal intent to
develop.
5. Tacit knowledge is different from explicit knowledge in that:
A. explicit knowledge is based on personal
experience.
B. tacit knowledge is easy to
codify.
C. tacit knowledge can be well
documented.
D. explicit knowledge can be easily
articulated.
E. tacit knowledge can be easily transferred to
others.
6. Which of the following is true of knowledge management?
A. It primarily focuses on enhancing a company's
reputation.
B. It relies on informal settings for knowledge
transfer.
C. It contributes to informal
learning.
D. It tends to avoid using culture as a tool for sharing
knowledge.
E. It never consists of or utilizes communities of
practice.
7. Which of the following is the first stage in the training design process?
A. Ensuring employees' readiness for
training
B. Conducting a needs
assessment
C. Selecting training
methods
D. Creating a learning
environment
E. Evaluating training
programs
8. A firm focuses on organizational and person analysis during the _____ stage in the
training design process.
A. needs
assessment
B. employees' readiness
assessment
C. learning environment
development
D. transfer of
training
E. selecting training
methods
9. Which of the following stages in the training design process involves self-management
strategies and peer and manager support?
A. Employees' readiness
assessment
B. Learning environment
development
C. Transfer of
training
D. Evaluation of training
programs
E. Needs
assessment
10. Which type of analysis is usually conducted first when performing a needs assessment in
a training process?
A. Task
analysis
B. Organizational
analysis
C. Person
analysis
D. High-leverage
analysis
E. Market
analysis
11 _____ analysis involves determining the business appropriateness of training, given the
. company's business strategy.
A. Perso
n
B. Organization
al
C. Tas
k
D. Informati
on
E. Mark
et
12. _____ analysis involves identifying who needs training and determining employees'
readiness for training.
A. Perso
n
B. Cos
t
C. Tas
k
D. Informati
on
E. Strateg
ic
13. Which of the following involves determining whether performance deficiencies result
from a lack of knowledge, skill, or ability?
A. Perso
n
B. Cos
t
C. Tas
k
D. Informati
on
E. Strateg
ic
14. _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to
be emphasized in training.
A. Person
analysis
B. Cost
analysis
C. Task
analysis
D. Information
analysis
E. Strategic
analysis
15 In the training process, _____ analysis involves identifying the conditions such as
. equipment, environment, and time constraints.
A. perso
n
B. tea
m
C. tas
k
D. outp
ut
E. mark
et
16. If a training program focuses primarily on ensuring that employees have product or
service knowledge, it is taking the strategic initiative to _____.
A. improve customer
service
B. improve employee
engagement
C. enhance
innovation
D. grow in the global
market
E. develop
creativity
17. Phil, a management trainer at Flint Inc., designs a training program that focuses on
capturing insights and information from knowledgeable employees. Through this
program, Phil is taking the strategic initiative to _____.
A. improve customer
service
B. improve employee
engagement
C. enhance innovation and
creativity
D. grow in the global
market
E. increase job
retention
18 If an organization decides to take a strategic initiative of enhancing innovation and
. creativity, which of the following is likely to be an implication for the organization's
training practices?
A. Ensuring that employees have product
knowledge
B. Ensuring that employees understand
their roles
C. Dedicating physical space to encourage
teamwork
D. Ensuring that employees have opportunities to
develop
E. Training local workforce in company
culture
19. The first step in task analysis is to:
A. develop a list of tasks performed on
the job.
B. validate or confirm the
tasks.
C. identify the jobs to be
examined.
D. identify the knowledge, skills, and abilities required for
the tasks.
E. identify the equipment and working conditions required for
the tasks.
20. The last step in task analysis is to:
A. develop a list of tasks performed on
the job.
B. validate the tasks that are to be performed on
the job.
C. identify the jobs to be
analyzed.
D. identify the working conditions required for
the tasks.
E. confirm the tasks that are to be performed on
the job.
21. Which of the following is true about task analysis?
A. It involves determining the cause for performance deficiency—lack of skill or a
training issue.
B. It involves identifying who requires
training.
C. It involves determining employees' readiness for
training.
D. It involves determining the business appropriateness of
training.
E. It involves identifying the knowledge and skills required
for the job.
22. A _____ is a statement of an employee's work activity in a specific job.
A. tas
k
B. positio
n
C. rol
e
D. job
specification
E. job
evaluation
23. In the context of factors that influence motivation to learn, when an organization seeks
to convince employees that they can successfully learn the content of the training
program, it is primarily focusing on improving:
A. the work
environment.
B. the reliability of the
training.
C. the employees' awareness of training
needs.
D. the self-efficacy of
employees.
E. the goal orientation of
employees.
24. In the context of factors that influence motivation to learn, which of the following
management actions is likely to increase employees' self-efficacy?
A. Not sharing information on the purpose of the training
programs
B. Making it clear that only the best of them can get through the
training programs
C. Communicating that training will focus in identifying areas of
incompetence
D. Informing employees about the times their peers have failed to benefit from
the training
E. Emphasizing that learning is under their personal
control
25. If an organization wants to improve the work environment factor that influences the
motivation to learn, it is likely to focus on:
A. communicating the purpose of the training programs to
employees.
B. emphasizing that learning is under employees' personal
control.
C. communicating why they were asked to attend
training.
D. encouraging employees to give feedback to
each other.
E. providing remedial
training.
26. To enhance the employee conscientiousness factor that influences the motivation to
learn, an organization should:
A. share their performance appraisal information
with them.
B. encourage them to provide feedback to each
other.
C. provide resources necessary for training content to be used in
their work.
D. communicate the need for
learning.
E. provide remedial training to
them.
27. Which of the following factors that influence motivation deals with the employee's
tendency to be reliable, hardworking, self-disciplined, and persistent?
A. Conscientiousne
ss
B. Basic
skills
C. Benefits of
training
D. Awareness of training
needs
E. Goal
orientation
28. _____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.
A. Information
absorption
B. Transfer of
training
C. Cognitive
adoption
D. Hands-on
learning
E. Learning
management
29. Concept maps showing relationship among ideas and visual images are tools that can be
best used:
A. to understand opportunities for
practice.
B. to gain insights by working on the job
directly.
C. for program coordination and
administration.
D. to commit training content to
memory.
E. to share feedback about employees'
performance.
30. Which of the following is true of an action plan for training?
A. It is a graphic representation of the stages in
training.
B. It is a verbal agreement that emphasizes the goals of
training.
C. It is a written document that ensures training transfers
to the job.
D. It is a verbal agreement among trainers on the training methods
to be used.
E. It is a personal statement made by an employee on his goals
for training.
31. Which of the following is true of a support network in training?
A. It is the support that managers from different teams offer
to trainees.
B. It is the support system built by an organization to support
knowledge transfer.
C. It is the support that trainers offer to employees within the
training program.
D. It is the support that trainers offer to employees to transfer
training to the job.
E. It is the support that trainees give one another to discuss their
progress.
32 Action plans are developed to facilitate _____.
.
A. instructional
design
B. program
presentation
C. transfer of
training
D. training program
evaluation
E. conditions for
learning
33. Which of the following refers to computer applications that can be used to provide skills
training and expert advice?
A. Learning management
systems
B. Application management
systems
C. Electronic performance support
systems
D. Knowledge transfer management
systems
E. Network analysis management
systems
34. Which of the following is true of the presentation method of training?
A. Trainees are active participants in preparing the training
module.
B. This method of training does not include distance
learning.
C. Gadgets such as smart phones and tablets cannot be used in this
method.
D. They are ideal for presenting only old facts and existing
knowledge.
E. They can be used to transfer alternative problem-solving
solutions.
35. Which of the following is true of instructor-led classroom instructions?
A. This method of training has lost popularity due to new technologies such as interactive
video instructions.
B. Traditional classroom instruction is one of the most expensive methods
of training.
C. This is one of the least time consuming ways to present
information.
D. The more passive the trainees are in absorbing the instruction, the more they can use
the information on the job.
E. Computer-based instructions have made instructor-led classroom
instructions obsolete.
36 Presentation training techniques are most effective for:
.
A. developing specific skills or dealing with interpersonal issues
on the job.
B. conveying new facts and different
philosophies.
C. applying learned capabilities on
the job.
D. sharing ideas and experiences and getting to know one's strengths and
weaknesses.
E. enhancing communication and developing a peer
network.
37. _____ is an example of a presentation training method.
A. Internsh
ip
B. Apprenticesh
ip
C. Hands-
on
D. Audiovisual
training
E. Simulati
on
38. Which of the following is true of distance learning?
A. Expenses in the form of travel costs are
high.
B. Clarification of questions is dependent on on-site
instructors.
C. The level of interaction between trainees and
trainers is high.
D. Geographically dispersed audience cannot be
reached.
E. It is more useful in cases where instructors can visit the
trainees.
39. Which of the following is true about the use of audiovisual training?
A. The users have very little control over the
presentation.
B. It is hard for trainers to customize the sessions to match trainees'
expertise.
C. Learners are subject to inconsistent presentation through
audiovisual training.
D. It offers too much content for the trainees to
learn from.
E. Possibility of distraction caused by humor or music is
minimal.
40. _____ is ideal for understanding how skills and behaviors can be transferred to the job
and for dealing with interpersonal issues.
A. Presentation
method
B. Classroom
method
C. Distance learning
method
D. Hands-on
method
E. Audiovisual
training
41. A work-study training method that uses both on-the-job training and classroom training
is called _____.
A. apprentices
hip
B. case-study
learning
C. virtual-reality
training
D. internsh
ip
E. hands-on
training
42. Which of the following is true of apprenticeship?
A. It focuses exclusively on on-the-job
training.
B. Apprenticeship programs cannot be sponsored by companies cooperating
with a union.
C. It requires a certain number of hours of classroom instruction to qualify as a
registered program.
D. The majority of apprenticeship programs are for managerial
positions.
E. Unlike interns, apprentices cannot earn until the period of apprenticeship
is complete.
43. Which of the following is true about simulations as a training technique?
A. They provide limited opportunities for trainees to relate to
actual jobs.
B. They are used to teach only management and
interpersonal skills.
C. They prevent trainees from seeing the impact of their decisions in a risk-free
environment.
D. They are inexpensive to develop and
maintain.
E. They are methods used to represent real-life
situations.
44. Which of the following skills is best improved by behavior-modeling training?
A. technic
al
B. interperson
al
C. conceptu
al
D. quality
assessment
E. performan
ce
45. While evaluating training programs, return on investment can be used to measure _____.
A. acquisition of
knowledge
B. company
payoffs
C. economic value of
training
D. reaction to
program
E. employees'
skills
46. While evaluating training programs, acquisition of knowledge is measured using _____.
A. work
samples
B. observati
on
C. intervie
ws
D. attitude
surveys
E. focus
groups
47. While evaluating training programs, affective outcomes are most appropriate for
measuring _____.
A. acquisition of
knowledge
B. behavior
skills
C. company
payoffs
D. motivati
on
E. economic value of
training
48. _____ outcomes are used to measure acquisition of knowledge.
A. Cognitiv
e
B. Skill-
based
C. Affectiv
e
D. Result
s
E. Return on
investment
49. As a manager, John wants to find out the impact of his company's behavior-modeling
training program on his employees' communications skills. The _____ evaluation design is
necessary for this purpose.
A. pretest/postt
est
B. time
series
C. pretest/posttest comparison
group
D. pretest only with comparison
group
E. posttest
only
50. The _____ evaluation design is necessary if a manager wants to equate the effect of two
training programs.
A. pretest
only
B. pretest/postt
est
C. pretest/posttest with comparison
group
D. pretest only with comparison
group
E. posttest
only
51. Which of the following is the first step in a return on investment (ROI) analysis?
A. Determining the training
costs
B. Calculating the total
savings
C. Identifying the
outcomes
D. Dividing benefits by
costs
E. Placing a value on the
outcomes
52. Which of the following is the last step in a return on investment (ROI) analysis?
A. Determining the training
costs
B. Calculating the total
savings
C. Identifying the
outcomes
D. Dividing benefits by
costs
E. Placing a value on the
outcomes
53. An example of an expatriate is a:
A. a U.S. citizen working for a Japanese firm in the United
States.
B. a Japanese citizen working in Japan for a Japanese
firm.
C. a person born in Germany but is currently a U.S. citizen working in the
United States.
D. a U.S. citizen working for a U.S. firm in
Germany.
E. a person born in the United States and is currently a Japanese citizen
working in Japan.
54. An individual who works in a country other than his or her country of origin is called a(n)
_____.
A. host country
national
B. repatria
te
C. expatria
te
D. inpatria
te
E. third country
national
55. The key to a successful foreign assignment is a combination of training and career
management for the employee and _____.
A. his foreign
employees
B. his parent country
supervisor
C. his
subordinates
D. his
family
E. his host country
supervisor
56. In which of the following phases do employees receive language training and an
orientation to the new country's culture and customs?
A. On-site
phase
B. Predeparture
phase
C. Postdeparture
phase
D. Repatriation
phase
E. Offshore
phase
57. Pairing up expatriates and their family with an employee from the host country is likely
to occur in the _____.
A. predeparture
phase
B. onshore
phase
C. on-site
phase
D. repatriation
phase
E. returning-home
phase
58. Preparing expatriates to return to the parent company is _____.
A. preparation for home
assignment
B. preparation for offshore
roles
C. expatriati
on
D. repatriati
on
E. cross-cultural
preparation
59. Providing expatriates with company newsletters and community newspapers helps
them:
A. understand the work requirements of a foreign
assignment better.
B. identify their role and responsibilities as an overseas
manager.
C. develop the skills required to complete the task and
return home.
D. experience minimal difficulty trying to adapt to changes on returning to the
home country.
E. deal with differences in language and culture in a new
country.
60. As a component of effective managing diversity programs, _____ includes diversity as
part of the business strategy and corporate goals.
A. top management
support
B. recruitment and
hiring
C. identifying and developing
talent
D. employee
support
E. ensuring fair
treatment
61. Implementing an alternative dispute resolution process is part of the _____ component in
an effective managing diversity program.
A. top management
support
B. recruitment and
hiring
C. improving stakeholders'
relationship
D. employee
support
E. ensuring fair
treatment
62. Establishing a mentoring process is part of the _____ component in an effective
managing diversity program.
A. top management
support
B. recruitment and
hiring
C. identifying and developing
talent
D. holding managers
accountable
E. ensuring fair
treatment
63. Understanding a company's norms and mission is part of the _____ step in the effective
onboarding process.
A. clarificati
on
B. complian
ce
C. compensati
on
D. connecti
on
E. cultur
e
64. The last step in an effective onboarding process is _____.
A. clarificati
on
B. complian
ce
C. clearanc
e
D. connecti
on
E. cultur
e
65. Which of the following is an example of effective onboarding?
A. Encouraging employees to avoid asking
questions
B. Refraining from providing relocation
assistance
C. Avoiding debasing new
employees
D. Avoiding learning from informal sources such as
company culture
E. Avoiding informal interactions between new and current
employees
