Question 1

What deficiency in task analysis does the newer technique of cognitive task analysis address?

Accepted Answer

A)  It compensates for the repetitiveness of observable tasks. 
B)  It involves complex mental tasks that are not easy to observe. 
C)  It expands a task analysis to incorporate differences in diversity. 
D)  It allows participants to focus on anomalous rather than routine tasks. 
A)  It compensates for the repetitiveness of observable tasks. 
B)  It involves complex mental tasks that are not easy to observe. 
C)  It expands a task analysis to incorporate differences in diversity. 
D)  It allows participants to focus on anomalous rather than routine tasks.

Question 2

According to the textbook,what impact must a concern have on an organization to be classified as important?

Accepted Answer

A)  affects the culture and climate of the organization 
B)  raises productivity and quality of output 
C)  impacts outcomes that are important to the organization's effectiveness 
D)  raises engagement levels in both employees and management 
A)  affects the culture and climate of the organization 
B)  raises productivity and quality of output 
C)  impacts outcomes that are important to the organization's effectiveness 
D)  raises engagement levels in both employees and management

Question 3

In a task analysis,what are competencies and how are they used?

Accepted Answer

A)  Competencies are very similar to skills and are used in a very specific manner rather than a generalized one. 
B)  Competencies are behaviours that are used to distinguish effective performers from ineffective performers. 
C)  Competencies are related to knowledge, skills, behaviours and personality traits and are used to link training to organizational objectives. 
D)  Competencies are essential to develop observable performance behaviours which are used to replace all job descriptions. 
A)  Competencies are very similar to skills and are used in a very specific manner rather than a generalized one. 
B)  Competencies are behaviours that are used to distinguish effective performers from ineffective performers. 
C)  Competencies are related to knowledge, skills, behaviours and personality traits and are used to link training to organizational objectives. 
D)  Competencies are essential to develop observable performance behaviours which are used to replace all job descriptions.

Question 4

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

Accepted Answer

A) True 
 B)False

Question 5

A task analysis is the ideal process to assess complex jobs requiring significant mental activity.

Accepted Answer

A) True 
 B)False

Question 6

Which example characterizes a strong climate for transfer of training?

Accepted Answer

A)  It takes three months for a trainee to be given the opportunity to apply what was learned in training. 
B)  Financial and non-financial benefits are associated with applying material learned in training. 
C)  Supervisor and peer support for the use of newly acquired skills is not evident. 
D)  Newly trained employees face few consequences for not using material learned in training. 
A)  It takes three months for a trainee to be given the opportunity to apply what was learned in training. 
B)  Financial and non-financial benefits are associated with applying material learned in training. 
C)  Supervisor and peer support for the use of newly acquired skills is not evident. 
D)  Newly trained employees face few consequences for not using material learned in training.

Question 7

An example of a strong training transfer climate could be praise provided by peers when a new employee uses conflict resolution skills acquired in a training program.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is NOT a typical shortcut taken by trainers using a just-in-time needs analysis?
a.
ask a series of questions
b.
speed up data analysis
c.
use existing information
d.
link assessment and delivery

Accepted Answer

B
Should b

Question 9

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

Accepted Answer

A) True 
 B)False

Question 10

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

Accepted Answer

A) True 
 B)False

Question 11

What are two factors from the external environment that might affect an organization's need for training and the employees' receptivity to being trained?

Accepted Answer

A)  trade agreements and new technologies 
B)  competitors and corporate strategy 
C)  recessions and employment equity 
D)  demographics and organizational culture 
A)  trade agreements and new technologies 
B)  competitors and corporate strategy 
C)  recessions and employment equity 
D)  demographics and organizational culture

Question 12

According to the textbook,what did Technocell Canada do before training could take place?

Accepted Answer

A)  compiled all the job specifications and descriptions for the company 
B)  conducted an analysis of the skills and training needs of each employee 
C)  linked performance to a new compensation strategy 
D)  changed the company's strategy to better match employees' skills and abilities 
A)  compiled all the job specifications and descriptions for the company 
B)  conducted an analysis of the skills and training needs of each employee 
C)  linked performance to a new compensation strategy 
D)  changed the company's strategy to better match employees' skills and abilities

Question 13

Which statement best describes the needs analysis process?

Accepted Answer

A)  it is the least important step in the training and development process 
B)  it is a critical step designed to identify gaps in individual and organizational performance 
C)  it identifies cost inefficiencies, yet it is silent on potential solutions to individual and organizational performance 
D)  it collects data and information from management on skills and knowledge deficiencies in an organization 
A)  it is the least important step in the training and development process 
B)  it is a critical step designed to identify gaps in individual and organizational performance 
C)  it identifies cost inefficiencies, yet it is silent on potential solutions to individual and organizational performance 
D)  it collects data and information from management on skills and knowledge deficiencies in an organization

Question 14

Which of the following statements would be an example of an "itch"?

Accepted Answer

A)  ABC Inc. notices an increase in customer complaints 
B)  ABC Inc. notices an increase in productivity 
C)  ABC Inc. is faced with increasing revenue and falling costs 
D)  ABC Inc. notices a decrease in employee absenteeism 
A)  ABC Inc. notices an increase in customer complaints 
B)  ABC Inc. notices an increase in productivity 
C)  ABC Inc. is faced with increasing revenue and falling costs 
D)  ABC Inc. notices a decrease in employee absenteeism

Question 15

There are many alternatives to training when solving performance problems.Identify and briefly describe three such alternatives.

Accepted Answer

Three alternatives to training for solvi

Question 16

An organizational analysis can help to identify potential constraints and problems that can derail a training program.

Accepted Answer

A) True 
 B)False

Question 17

Competencies are clusters of related knowledge,skills,and abilities that differentiate effective performers from ineffective performers.

Accepted Answer

A) True 
 B)False

Question 18

Organizational climate refers to the collective attitudes of its employees toward work,supervision,and company goals,policies,and procedures.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT an information barrier to effective performance?

Accepted Answer

A)  informal leaders 
B)  lack of performance metrics 
C)  ineffective feedback 
D)  vague objectives 
A)  informal leaders 
B)  lack of performance metrics 
C)  ineffective feedback 
D)  vague objectives

Question 20

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

Accepted Answer

A) True 
 B)False

What deficiency in task analysis does the newer technique of cognitive task analysis address?

According to the textbook,what impact must a concern have on an organization to be classified as important?

In a task analysis,what are competencies and how are they used?

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

A task analysis is the ideal process to assess complex jobs requiring significant mental activity.

Which example characterizes a strong climate for transfer of training?

An example of a strong training transfer climate could be praise provided by peers when a new employee uses conflict resolution skills acquired in a training program.

Which of the following is NOT a typical shortcut taken by trainers using a just-in-time needs analysis? a. ask a series of questions b. speed up data analysis c. use existing information d. link assessment and delivery

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

What are two factors from the external environment that might affect an organization's need for training and the employees' receptivity to being trained?

According to the textbook,what did Technocell Canada do before training could take place?

Which statement best describes the needs analysis process?

Which of the following statements would be an example of an "itch"?

There are many alternatives to training when solving performance problems.Identify and briefly describe three such alternatives.

An organizational analysis can help to identify potential constraints and problems that can derail a training program.

Competencies are clusters of related knowledge,skills,and abilities that differentiate effective performers from ineffective performers.

Organizational climate refers to the collective attitudes of its employees toward work,supervision,and company goals,policies,and procedures.

Which of the following is NOT an information barrier to effective performance?

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

The Training and Development Process

Organizational Learning

Learning and Motivation

Training Design

Off-The-Job Training Methods

On-The-Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

The Costs and Benefits of Training Programs

Training Programs

Management Development

The Evolution and Future of Training and Development

Filters

Exam 4: The Needs Analysis Process

What deficiency in task analysis does the newer technique of cognitive task analysis address?

According to the textbook,what impact must a concern have on an organization to be classified as important?

In a task analysis,what are competencies and how are they used?

Ineffective performance indicates that training is needed to close the gap between current performance and desired performance.

A task analysis is the ideal process to assess complex jobs requiring significant mental activity.

Which example characterizes a strong climate for transfer of training?

An example of a strong training transfer climate could be praise provided by peers when a new employee uses conflict resolution skills acquired in a training program.

Which of the following is NOT a typical shortcut taken by trainers using a just-in-time needs analysis? a. ask a series of questions b. speed up data analysis c. use existing information d. link assessment and delivery

Only senior management must buy into the needs analysis process to ensure that the data collection will result in accurate information and that they have a vested interest in the success of the program.

A needs analysis helps to determine what type of training and development is required to resolve performance problems.

What are two factors from the external environment that might affect an organization's need for training and the employees' receptivity to being trained?

According to the textbook,what did Technocell Canada do before training could take place?

Which statement best describes the needs analysis process?

Which of the following statements would be an example of an "itch"?

There are many alternatives to training when solving performance problems.Identify and briefly describe three such alternatives.

An organizational analysis can help to identify potential constraints and problems that can derail a training program.

Competencies are clusters of related knowledge,skills,and abilities that differentiate effective performers from ineffective performers.

Organizational climate refers to the collective attitudes of its employees toward work,supervision,and company goals,policies,and procedures.

Which of the following is NOT an information barrier to effective performance?

One of the key outputs of an organizational analysis is determining the congruency of a potential training program and the corporate or business-level strategy.

The Training and Development Process

Organizational Learning

Learning and Motivation

Training Design

Off-The-Job Training Methods

On-The-Job Training Methods

Technology-Based Training Methods

Training Delivery

Transfer of Training

Training Evaluation

The Costs and Benefits of Training Programs

Training Programs

Management Development

The Evolution and Future of Training and Development

Filters