Which process identifies the knowledge, skills and behaviors that should be emphasized in training quizlet?
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Recommended textbook solutions Microelectronic Circuits7th EditionAdel S. Sedra, Kenneth C. Smith 2,025 solutions Fundamentals of Electric Circuits5th EditionCharles Alexander, Matthew Sadiku 1,844 solutions Signals and Systems2nd EditionAlan S. Willsky, Alan V. Oppenheim, Hamid Nawab 665 solutions Statics and Mechanics of Materials5th EditionR.C. Hibbeler 1,679 solutions Continuous learning requires employees to understand the entire work system. T Training is a planned effort by a company to facilitate the learning of job-related competencies, knowledge, skills, and behaviors by employees. T Lourdes documents her processes and easily can articulate what she does to others on her team, so that the work will continue while she is on vacation. She has tacit knowledge. F Tori uses her personal experiences to transfer knowledge from herself to others on the team. F The first stage in the training design process involves ensuring that employees are ready for training.
F The last stage in the training design process is ensuring the transfer of training. F In the first step of the training process, person analysis and task analysis are often conducted at the same time. T Person analysis includes identifying the knowledge, skills, and behaviors that need to be emphasized in training for employees to complete a task. F Manager's support is the degree to which trainees' managers emphasize the importance of attending training programs. T The highest level of support that a manager can provide the training process is acceptance. F Opportunity to perform is influenced by both the work environment and trainee motivation. T A disadvantage of distance learning is the high travel costs incurred during training. F One disadvantage of using MOOCs for training is the lack of opportunity for interaction among students. F When compared to other methods, the on-the-job training method needs less investment in time and money. T Josiah is excited that he received a summer apprenticeship. He can now relax as he knows he has a guaranteed job after the summer. F Simulations can be used to teach production and process skills; however, they cannot be used to teach management and interpersonal skills. F E-learning is likely to replace the blended learning approach when face-to-face interaction is required. F Star Adventures has invested financial and time resources into adventure learning because they want their employees to be creative. They offer many opportunities for time in the simulator. F The first step in choosing a training method is to consider the extent to which the method facilitates learning and transfer of training. F In general, designs that use pretraining and posttraining measures of outcomes and include a comparison group reduce the risk that factors other than training itself are responsible for the evaluation results. T Since Khloe has been transferred to the office in India, she can now claim dual citizenship and vote in any elections. F Inpatriation prepares expatriates for return to the parent company and country from the foreign assignment. F There is no evidence to support the direct relationship between diversity and business. T Onboarding is the process of helping new hires adjust to social and performance aspects of their new jobs. T You have planned out the entire orientation week for the new employees. You decide to start the process with the clarification step so that the new employees understand all the company policies and rules. F _____ involves development programs, courses, and events that are developed and organized by the company. A) Tacit knowledge B Sam was just promoted to be the administrative assistant to the chief executive officer. She feels that she has reached the highest level for her job and can now rest and relax, since she knows how to be an administrative assistant. What is she forgetting about the continuous learning system? 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. C Layton documents everything. He has checklists to keep his work in order. He has developed well thought-out flowcharts and process documents so that if and when he moves on to another job, anyone can be trained to do his job. Layton has strong A) experiential knowledge. D 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. E 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. D 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. C 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 B A firm focuses on organizational and person analysis during the _____ stage in the training design process. A) needs assessment A 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 C Which type of analysis is usually conducted first when performing a needs assessment in a training process? A) Task analysis B _____ analysis involves determining the business appropriateness of training, given the company's business strategy. A) Person B _____ analysis involves identifying who needs training and determining employees' readiness for training. A) Person A Collin was hired to work on data analytics, but once he started, the job quickly changed to project management. His supervisor noticed that his performance was declining. Which analysis should his supervisor complete? A) Person A _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be emphasized in training. A) Person analysis C Imani knows that her team needs to complete training. She has identified the amount of time and the software needed by doing a(n) ________ analysis. A) person C 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. A 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. C 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 the local workforce in company culture C 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. C 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. D 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. E A _____ is a statement of an employee's work activity in a specific job. A) task A In the context of factors that influence the motivation to learn, when an organization seeks to convince employees that they can successfully learn the content of a training program, the organization 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 the employees. E) the goal orientation of the employees. D In the context of factors that influence the motivation to learn, which of the following management actions is likely to increase employees' self-efficacy? A) Not sharing information on the purpose of training programs B) Making it clear that only the best of the employees can get through the training programs C) Communicating that training will focus on identifying areas of incompetence D) Informing the employees about the times their peers have failed to benefit from the training E) Emphasizing that learning is under the employees' personal control E 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 employees were asked to attend training. D) encouraging employees to give feedback to each other. E) providing remedial training. D To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should A) share employees' performance appraisal information with them. B) encourage employees to provide feedback to each other. C) provide the resources necessary for employees to use training content in their work. D) communicate the need for learning. E) provide remedial training to employees. D Solange is the first one at work every day, the last one to leave, does not need a lot of direction, and can be relied on to finish any project given to her. You would describe her as A) conscientious. A _____ is on-the-job use of knowledge, skills, and behaviors learned in training. A)
Information absorption B Concept maps showing the 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. D 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 or her goals for training. C 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. E Blake wanted Dominic to learn how to create expanded spreadsheets with complicated filters and formulas. He sent Dominic to 3 days of Excel training. At the end of training, Blake and Dominic create an action plan that includes a(n) A) instructional design. C Which of the following is a computer application that can be used to provide skills training and expert advice? A) Learning management system C 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 smartphones and tablets cannot be used in this method. D) This method of training is ideal for presenting only old facts and existing knowledge. E) This method of training can be used to transfer alternative problem-solving solutions. E Which of the following is true of instructor-led classroom instruction? 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 instruction obsolete. C Presentation methods 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. B _____ is an example of a presentation training method. A) Internship D Many companies are exploring the use of distance learning to provide training. As the company weighs the pros and cons of distance learning, which of the following should they keep in mind? 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 audiences cannot be reached. E) It is more useful when instructors can visit the trainees. B Which of the following is true about the use of massive open online courses? A) Anyone with an Internet connection can participate in them. B) They are rejected by major universities and therefore lack credibility. C) A majority of learners complete the course certification component. D) Course topics are primarily focused on science and technology. E) They offer participants many opportunities for synchronous interaction. A Charles wants his employees to take a course on effective customer service. He is deciding between an online distance course and a face-to-face interactive course. Which one would be ideal for his staff to be successful? A) The presentation method D A work-study training method that uses both on-the-job training and classroom training is called A) apprenticeship. A 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. C Talisma wants to practice her new soft skills of customer service. She is an introvert and practicing with a coworker makes her nervous. Her manager suggests trying simulations. Why? 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 E Which of the following types of skills is best improved by behavior-modeling training? A) Technical B While evaluating training programs, return on investment can be used to measure A) acquisition of knowledge. C While evaluating training programs, acquisition of knowledge is measured using A) work samples. A Ursula wants to evaluate her training. She creates some affective outcomes. What is she trying to measure? A) The acquisition of knowledge D _____ outcomes are used to measure the acquisition of knowledge. A) Cognitive A As a manager, Jorge 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/posttest C The _____ evaluation design is necessary if a manager wants to equate the effect of two training programs. A) pretest only C Which of the following is the first step in a return on investment (ROI) analysis? A) Determining the training costs C Which of the following is the last step in a return on investment (ROI) analysis? A) Determining the training costs D An example of an expatriate is a A) U.S. citizen working for a Japanese firm in the United States. B) Japanese citizen working in Japan for a Japanese firm. C) person born in Germany but currently a U.S. citizen working in the United States. D) U.S. citizen working for a U.S. firm in Germany. E) person born in the United States and currently a Japanese citizen working in Japan. D Abhay has been sent to work in a plant in New Hampshire from his home plant in India. He has always wanted to come to the United States and cannot wait to become a citizen. He does not understand that he is a(n) ________, not a permanent citizen. A) host country national C The key to a successful foreign assignment is a combination of training and career management for the employee and A) the foreign employees. D In which phase do employees receive language training and an orientation to the new country's culture and customs? A) On-site phase B Pairing up expatriates and their families with an employee from the host country is likely to occur in the A) predeparture phase. C Preparing expatriates to return to the parent company is A) preparation for home assignment. D 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. D As a component of effective managing diversity programs, _____ includes diversity as part of the business strategy and corporate goals. A) top management support A Implementing an alternative dispute resolution process is part of the _____ component of an effective managing diversity program. A) top management support E Establishing a mentoring process is part of the _____ component of an effective managing diversity program. A) top management support C An important part of the onboarding process is to explain the history, values, and mission of the company. The ________ step is necessary for employees to understand where they work and their role in the success of the company. A) clarification E The last step in an effective onboarding process is A) clarification. D 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 C Is the process of identifying the knowledge, skills jobs and behaviors that need to be emphasized?Task analysis is the process of identifying the knowledge, skills, and behavior that need to be emphasized in training. The first step in task analysis is to: identify the jobs to be examined.
Which of the following is the first stage in the training design process quizlet?The first stage in the training design process involves ensuring that employees are ready for training. The last stage in the training design process is ensuring the transfer of training.
What is the main objective of diversity training programs that focus on behavior quizlet?What is the objective of diversity training programs that focus on attitudes? Diversity training programs that focus on behavior aim at: changing organizational policies and individual conduct that inhibit employees' personal growth and productivity.
What is the first step in the training process quizlet?In the first step of the training process, person analysis and task analysis are often conducted at the same time. Person analysis includes identifying the knowledge, skills, and behaviors that need to be emphasized in training for employees to complete a task.
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