TBChap007 Training Employees

Chapter 07 Training Employees Answer Key
True / False Questions
1. Training refers to any planned effort by a firm to facilitate the learning of job-related
knowledge, skills, or behavior by employees.
TRUE
Training consists of an organization's planned efforts to help employees acquire job-related
knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.
AACSB: Analytical Thinking

Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 07-01 Discuss how to link training programs to organizational needs.
Level of Difficulty: 1 Easy
Topic: Training Linked to Organizational Needs
2. The last step in the instructional design process involves choosing a training method.
FALSE
The last step in the instructional design process involves evaluating the results of the training to
gather feedback for planning future training programs.

Blooms: Remember
7-1
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3. Instructional design logically should begin with needs assessment.
TRUE
Instructional design logically should begin with needs assessment, the process of evaluating the
organization, individual employees, and employees' tasks to determine what kinds of training, if
any, are necessary.

Blooms: Remember
Learning Objective: 07-02 Explain how to assess the need for training.
Topic: Needs Assessment
4. According to the person analysis method, performance feedback is the only variable that can
be affected by training.
FALSE
In assessing the need for training, the manager should identify all the variables that can
influence performance. The primary variables are the person's ability and skills, his or her
attitudes and motivation, the organization's input, performance feedback, and positive
consequences to motivate good performance. Of these variables, only ability and skills can be
affected by training.

Blooms: Remember
7-2
5. Task analysis determines whether employees are ready to undergo training.
FALSE
Task analysis is the process of identifying the tasks, knowledge, skills, and behaviors that
training should emphasize. The person analysis should determine whether employees are ready
to undergo training. In other words, the employees to receive training not only should require
additional knowledge and skill but also must be willing and able to learn.

Blooms: Remember
6. Readiness for training is a combination of employee characteristics and positive work
environment that permit training.
TRUE
Readiness for training is a combination of employee characteristics and positive work
environment that permit training. It exists when employees are able and eager to learn and
when their organizations encourage learning.

Blooms: Remember
Learning Objective: 07-03 Explain how to assess employees' readiness for training.
Topic: Readiness for Training
7-3
7. Social support refers to the ways an organization's people encourage training.
TRUE
Social support refers to the ways an organization's people encourage training, including giving
trainees praise and encouraging words, sharing information about participating in training
programs, and expressing positive attitudes toward the organization's training programs.

Blooms: Remember
8. Effective training objectives include performance standards that are measurable.
TRUE
Effective training objectives have several characteristics including performance standards that
are measurable.

Blooms: Remember
Learning Objective: 07-04 Describe how to plan for an effective training program.
Topic: Planning the Training Program
7-4
9. Putting together a request for proposal for a training program is a quick process.
FALSE
To select a training service, an organization can mail several vendors a request for proposal
(RFP), which is a document outlining the type of service needed, the type and number of
references needed, the number of employees to be trained, the date by which the training is to
be completed, and the date by which proposals should be received. Putting together a request
for proposal is time consuming but worthwhile because it helps the organization to clarify its
objectives, compare vendors, and measure results.

Blooms: Remember
10. Presentation methods are preferred over hands-on training methods in helping trainees handle
interpersonal issues.
FALSE
Hands-on methods where trainees are actively involved in trying out skills through on-the-job
training, simulations, role-plays, and computer games are especially useful for teaching how to
handle interpersonal issues. Refer to table 7.2.

Blooms: Remember
7-5
11. The training technique most widely used in the workplace is behavior modeling.
FALSE
At school, one tends to associate learning with classroom instruction, and that type of training
is most widely used in the workplace, too. Classroom instruction typically involves a trainer
lecturing a group.

Blooms: Remember
Learning Objective: 07-05 Compare widely used training methods.
Topic: Training Methods
12. Attending classes is a faster and more efficient method of learning new skills as compared to
electronic performance support systems (EPSSs).
FALSE
Electronic performance support systems (EPSSs) provide access to skills training, information,
and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant
than attending classes.

Blooms: Understand
Level of Difficulty: 2 Medium
7-6
13. Apprenticeship programs can only be sponsored by government agencies.
FALSE
An apprenticeship is a work-study training method that teaches job skills through a
combination of structured on-the-job training and classroom training. Government

requirements for an apprenticeship program vary by occupation. Some apprenticeship
programs are sponsored by individual companies, others by employee unions.

Blooms: Remember
14. For on-the-job training (OJT) programs to be effective, an organization should review OJT
practices at companies in similar industries.
TRUE
To be effective, OJT programs should include several characteristics, one of them being that the
organization should review OJT practices at companies in similar industries.

Blooms: Understand
7-7
15. Training programs use case studies to develop employees' management skills.
TRUE
Training programs use business games and case studies to develop employees' management
skills. A case study is a detailed description of a situation that trainees study and discuss.

Blooms: Remember
16. An experiential program is an example of a presentation method.
FALSE
An experiential program is a technique used as part of a group-building method of training.

Blooms: Remember
7-8
17. In coordination training, team members understand and practice each other's skills so that they
are prepared to step in and take another member's place.
FALSE
Coordination training trains the team how to share information and decisions to obtain the best
team performance.

Blooms: Understand
18. Action learning uses challenging, structured outdoor activities, which include difficult sports.
FALSE
In action learning, teams or work groups get an actual problem, work on solving it and commit
to an action plan, and are accountable for carrying out the plan.

Blooms: Remember
7-9
19. Along with physical elements, the training context should include emotional elements.
TRUE
Along with physical elements, the training context should include emotional elements.

Blooms: Remember
Learning Objective: 07-06 Summarize how to implement a successful training program.
Topic: Implementing the Training Program
20. If a concept involves more than five items, the training program should deliver information in
shorter sessions or chunks.
TRUE
Training programs need to break information into chunks that people can remember. Research
suggests that people can attend to no more than four to five items at a time. If a concept or
procedure involves more than five items, the training program should deliver information in
shorter sessions or chunks.

Blooms: Remember
7-10
21. The best stage to prepare for evaluating a training program is after the program has been
implemented.
FALSE
The stage to prepare for evaluating a training program is when the program is being
developed.

Blooms: Remember
Learning Objective: 07-07 Evaluate the success of a training program.
Topic: Measuring Results of Training
22. The most accurate way to assess training effectiveness is to conduct pretests and posttests and
then train all the employees.
FALSE
The most accurate but most costly way to evaluate the training program is to measure
performance, knowledge, or attitudes among all employees before the training and then train
only part of the employees.

Blooms: Remember
7-11
23. Orientation training is designed to prepare employees to perform their jobs effectively, learn
about the organization, and establish work relationships.
TRUE
Many employees receive their first training during their first days on the job. This training is the
organization's orientation program—its training designed to prepare employees to perform
their job effectively, learn about the organization, and establish work relationships.

Blooms: Remember
Learning Objective: 07-08 Describe training methods for employee orientation and diversity management.
Topic: Applications of Training
24. A risk of diversity training programs is that they may alienate minorities.
FALSE
A risk of diversity training programs—especially when they define diversity mainly in terms of
race, ethnicity, and sex—is that they may alienate white male employees, who conclude that if
the company values diversity more, it values them less.
AACSB: Diversity
Blooms: Remember
7-12
25. The process of sending employees directly into communities where they have to interact with
persons from different cultures, races, and nationalities is known as cultural immersion.
TRUE
Some organizations provide diversity training in the form of cultural immersion, sending
employees directly into communities where they have to interact with persons from different
cultures, races, and nationalities.
AACSB: Diversity
Blooms: Remember
Multiple Choice Questions
7-13
26. Which of the following consists of an organization's planned effort to help employees acquire
job-related knowledge, skills, abilities, and behaviors?
A. Attrition
B. Benchmarking
C. Training
D. Compensation
E. Recruitment
Training consists of an organization's planned efforts to help employees acquire job-related
knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

Blooms: Remember
27. _____ refers to a process of systematically developing training to meet specified needs.
A. Role-play
B. Recruitment
C. Simulation
D. Instructional design
E. Organization analysis
To achieve training goals, HR professionals approach training through instructional design—a

process of systematically developing training to meet specified needs.
7-14
Blooms: Remember
28. KYG Instruments, a firm that produces manufacturing equipment for various industries,
experiences an influx of new sales employees due to a recent expansion. Despite possessing a
vast amount of sales experience, most of the new employees perform poorly. This is because
the new recruits possess inadequate technical knowledge about the products sold by KYG. To
address the issue, the HR department decides to implement a training program using the
instructional design process. As part of the process, the HR department's first step should be
to:
A. ensure that sales representatives do not feel undervalued.
B. identify that the sales representatives need technical training.
C. identify senior product engineers to train the sales representatives.
D. chart the methods that should be used to train the sales representatives.
E. announce the objectives of the training program.
An instructional design process begins with an assessment of the needs for training—what the
organization requires that its people learn.
AACSB: Knowledge Application

Blooms: Apply
Level of Difficulty: 3 Hard
7-15
29. Which step of the instructional design process is an organization in control of the least?
A. Assessing needs for training
B. Ensuring readiness for training
C. Planning a training program
D. Implementing a training program
E. Evaluating the results of training
Since ensuring the readiness of training involves factors not under an organization's control,
such as employees' attitudes, motivation, and basic skills, this is the step of the instructional
design process that an organization would be in control of the least.
AACSB: Reflective Thinking

Blooms: Analyze
7-16
30. The HR department at Trevor Communications oversees the recruitment and training of
employees at the firm. As the firm grows and recruits more employees, overseeing individual
training programs has been come too much for HR staff to handle. Which of the following
applications should the HR department use to help with employee training?
A. A customer relationship management system
B. A management information system
C. A learning management system
D. A decision support system
E. An executive decision-making system
In this scenario, the HR department at Trevor Communications should use a learning

management system. To carry out an instructional design process more efficiently and
effectively, a growing number of organizations are using a learning management system (LMS),
a computer application that automates the administration, development, and delivery of a

company's training programs.

Blooms: Apply
7-17
31. Which of the following best describes a learning management system?
A. A team of trainers and human resource professionals who are responsible for planning and
conducting the training programs in an organization
B. The process of evaluating the organization, individual employees, and employees' tasks to
determine what kinds of training, if any, are necessary
C. A software application that automates the administration, development, and delivery of

training programs
D. A process for determining the appropriateness of training by evaluating the characteristics
of the organization
E. The process of determining individuals' needs and readiness for training
To carry out an instructional design process more efficiently and effectively, a growing number
of organizations are using a learning management system (LMS), a computer application that
automates the administration, development, and delivery of a company's training programs.
AACSB: Technology
Blooms: Remember
7-18
32. Brown Industries, a consumer electronics manufacturer, has six-week on-the-job training
programs for employees who move laterally between departments. The aim of the training
programs is to educate employees about their new job roles and departments. Brown
Industries uses instructional design programs aided by a learning management system to train
its employees. Which of the following accurately describes the learning management system
utilized at the company?
A. Performa, an application used by the HR department to evaluate job performance
B. Recruit Plus, an application used by the HR department to administer tests to candidates
attending interviews at Max and Brown
C. Crimson, an application that automates the process of administering and delivering training
to Max and Brown's employees
D. K-Rating, a metric used to evaluate the effectiveness of training programs
E. E-Valuate, a psychometric assessment that evaluates the readiness of employees to learn
new skills
To carry out an instructional design process more efficiently and effectively, a growing number
of organizations are using a learning management system (LMS), a computer application that
automates the administration, development, and delivery of a company's training programs. In

this scenario, Crimson is the learning management system.

Blooms: Apply
7-19
33. Which of the following best describes needs assessment?
A. It is the process of evaluating the organization, individual employees, and employees' tasks
to determine what kinds of training are necessary.
B. It is a combination of employee characteristics and positive work environment that permit
training.
C. It is a process that evaluates the monetary needs of employees that can motivate them to
undertake a training program.
D. It is an application that automates the administration and delivery of a company's training
program.
E. It is the process to determine employees' characteristics to ensure their readiness for

training.
Needs assessment is the process of evaluating the organization, individual employees, and
employees' tasks to determine what kinds of training, if any, are necessary.

Blooms: Remember
7-20
34. Faulkner and White Company, a firm that builds enterprise resource planning products for
customers, wants to implement training programs for its employees as an HR initiative. Senior
management proposes the use of an instructional design process. Which of the following
should ideally be Faulkner and White's next step?
A. Task analysis
B. Organization analysis
C. Person analysis
D. Competitor analysis
E. Market analysis
A complete instructional design process begins with an assessment of the needs for training.
Usually, the needs assessment begins with the organization analysis. This is a process for
determining the appropriateness of training by evaluating the characteristics of the
organization.

Blooms: Apply
7-21
35. A customer at Danielle, a French restaurant, complains to Jason, the manager, about a dessert
being unacceptable. Jason inspects the dessert and finds that brie, a type of cheese, is overripe
and has an ammonia-like taste. When Jason questions the pastry chef, Mario, he acknowledges
that he knew the brie was bad. Jason analyzes the situation and concludes that Mario should be
put through additional training to avoid such mistakes in the future. Which of the following, if
true, would strengthen Jason's decision?
A. Mario contemplated resigning because of his mistake, but Jason did not want to let go of
his experienced pastry chef.
B. Mario was unaware that the overripe brie could have been substituted with camembert,
another type of cheese.
C. Mario had ill feelings toward Jason because of a recent personal altercation.
D. Mario is only one of two pastry chefs working at the restaurant.
E. Mario was overworked and underestimated the overall effect that the overripe brie would
have on the dessert.
Mario's lack of knowledge that camembert could have been substituted for the overripe brie
could be resolved through additional training.

Blooms: Analyze
7-22
36. Organization analysis looks at training needs in light of the:
A. readiness of employees for training.
B. employee's strategy toward achieving organizational goals.
C. management's support for training activities.
D. monetary incentives the management has promised its employees.
E. severance package deal for a particular batch of employees.
Organization analysis is a process for determining the appropriateness of training by evaluating

the characteristics of the organization. The organization analysis looks at training needs in light
of the organization's strategy, resources available for training, and management's support for
training activities.

Blooms: Understand
7-23
37. Marlon Corp. implements a training program to improve the efficiency of its underperforming
employees. Three months after the program's implementation, analysis reveals that the
program has not made significant contribution either to increasing employee skill levels or
increasing their productivity. Andrea, the company's CEO, concludes that the trainers are
ineffective and decides they must be replaced. Which of the following, if true, could be used to
persuade Andrea against replacing the trainers?
A. Andrea was not the Marlon CEO when the training program was first implemented.
B. Andrea has neither spoken to the trainers nor attended any of their training programs.
C. Employees are unproductive because of an unhealthy work environment and insufficient
pay.
D. Employees are unproductive because they lack the basic skills required to perform their
jobs.
E. Employees are unhappy about a recent change in the company's organizational structure.
affected by training. An unhealthy work environment and insufficient pay are not issues that can
be resolved by employee training.

Blooms: Analyze
7-24
38. Tenrep Technologies is awarded a project that involves working on a new software tool called
POPIL, which none of its employees has worked on previously. Tenrep decides to implement a
training program to overcome this deficiency. Which of the following will Tenrep use to identify
the employees to undergo POPIL training?
A. Person analysis
B. Organization analysis
C. Task analysis
D. Trend analysis
E. Regression analysis
Person analysis is a process for determining individuals' needs and readiness for training. It
helps a manager to identify whether training is appropriate and which employees need training.
In this scenario, Tenrep will use person analysis to identify the employees who should undergo
POPIL training.

Blooms: Apply
7-25
39. Which of the following questions can be answered by performing a person analysis?
A. What are the tasks that require more training?
B. How will the training be carried out?
C. Are employees ready for training?
D. Does the organization have the infrastructure to support training?
E. Are there any impediments to implementing a training program?
involves answering several questions including whether employees are ready for training.

Blooms: Understand
7-26
40. Identify the primary variable(s) in a person analysis that can be affected by training.
A. The organization's input
B. Performance feedback
C. The employee's ability and skills
D. Positive consequences to motivate good performance
E. The employee's motivation and attitudes
affected by training.

Blooms: Remember
7-27
41. Which of the following processes identifies the knowledge, skills, and behaviors that should be
emphasized by training?
A. Person analysis
B. Task analysis
C. Transactional analysis
D. Trend analysis
E. Regression analysis
training should emphasize. Usually, task analysis is conducted along with person analysis.

Blooms: Remember
42. Which of the following is a characteristic of task analysis?
A. It does not require knowledge of the work environment.
B. It is independent of time constraints or deadlines.
C. It results in an assessment of employees' readiness for training.
D. It is usually conducted along with person analysis.
E. It helps in determining individuals' needs for training.
training should emphasize. Usually, task analysis is conducted along with person analysis.
7-28
Blooms: Understand
43. James, the marketing manager for an automobile manufacturer, believes that his subordinates,
Jeff and Kevin, lack interpersonal communication skills and suggests that they undergo training.
This scenario indicates that James has conducted a(n) _____.
A. institutional analysis
B. market analysis
C. person analysis
D. organization analysis
E. instructional analysis
helps a manager to identify whether training is appropriate and which employees need training.

Blooms: Apply
7-29
44. New employees at a pesticide manufacturing company have been producing excessive or
inadequate quantities of pesticides, which are toxic in nature. Robin, the firm's HR manager,
conducts a person analysis to assess the needs for training these new employees. Which of the
following reasons may have prompted Robin to conduct a person analysis?
A. Machinery and other production equipment in the firm's plant pose a hazard to employees
operating them.
B. Goals of the firm are more focused on the specific needs of a narrow market segment.
C. Employees of the firm's production department lack clarity in decisions regarding minimum
quality levels for manufacturing pesticides.
D. Employees of the firm find it difficult to cope with day-to-day deadlines imposed by the
firm.
E. Training programs offered by the firm lack specific goals and methods for measuring their
success.
involves answering several questions. One of them is to identify employees who need training
and their readiness for training. Since the employees of the firm's production department lack
clarity in decisions regarding minimum quality levels for manufacturing pesticides Robin is
prompted to conduct a person analysis.

Blooms: Analyze
7-30
45. Adam, a team leader at a business process firm, believes that new employees should have a
training session on time management to help them plan their time more efficiently. This
scenario indicates that Adam has conducted a(n) _____.
A. institutional analysis
B. task analysis
C. person analysis
D. organization analysis
E. instructional analysis
The third area of needs assessment is task analysis, the process of identifying the tasks,
knowledge, skills, and behaviors that training should emphasize.

Blooms: Apply
7-31
46. Which of the following is defined as a combination of employee characteristics and positive
work environment that permit training?
A. Organization analysis
B. Benchmarking
C. Learning management system
D. Orientation
E. Readiness for training
environment that permit training. It depends on two broad characteristics of the work
environment: situational constraints and social support.

Blooms: Remember
7-32
47. Karen works as a sales manager for Apencience Corp. Karen can read, write, and speak
Mandarin, English, and German. She assists top-level management in making business
decisions and setting long-term goals for the organization. Which of Karen's abilities is
illustrated in this scenario?
A. Emotional intelligence
B. Psychological mindedness
C. Spatial ability
D. Psychomotor skills
E. Cognitive ability
To be ready to learn, employees need basic learning skills, especially cognitive ability, which
includes being able to use written and spoken language, solve math problems, and use logic to
solve problems. This scenario illustrates Karen's cognitive ability.

Blooms: Apply
7-33
48. Cognitive ability is defined as the ability of a person to:
A. collect information, organize it, and share it with one's team members.
B. understand the skills of one's team members.
C. climb walls, complete rope courses, climb ladders, or make trust falls.
D. express positive attitudes toward an organization's training programs.
E. use written and spoken language, solve math problems, and use logic to solve problems.
To be ready to learn, employees need basic learning skills, especially cognitive ability, which
includes being able to use written and spoken language, solve math problems, and use logic to
solve problems.

Blooms: Understand
7-34
49. Meryl argues that the situational constraints associated with training in an organization are
independent of and do not impact social support. On the other hand, Miguel argues that
situational constraints have a significant influence on social support. In the context of readiness
for training, whose argument is correct and why?
A. Meryl's argument is correct because situational constraints depend on the conditions within
an organization, unlike social support.
B. Miguel's argument is correct because social support does not depend on material factors.
C. Meryl's argument is correct because training programs without situational constraints run
smoothly even without social support.
D. Miguel's argument is correct because an organization can encourage training only when it
has the means to provide training.
E. Meryl's argument is correct because situational constraints, unlike social support, directly
impact training programs.
Situational constraints are the limits on training's effectiveness that arise from the situation or
the conditions within the organization. Social support refers to the ways the organization's
people encourage training. Miguel's argument is correct because an organization can
encourage training only if it has the means to provide training.

Blooms: Apply
7-35
50. Readiness for training depends on which of the following broad characteristics of the work
environment?
A. Employee ability
B. Employees' incentive package
C. Training curriculum
D. Social support
E. Employee attitude
environment that permit training. It depends on two broad characteristics of the work
environment: situational constraints and social support.

Blooms: Remember
7-36
51. _____ is the limit on training's effectiveness that arises from the conditions within the
organization.
A. Simulation
B. Social support
C. Situational constraint
D. Psychological mindedness
E. Experiential conflict
Readiness for training depends on two broad characteristics of the work environment:
situational constraints and social support. Situational constraints are the limits on training's
effectiveness that arise from the situation or the conditions within the organization.

Blooms: Remember
7-37
52. KTPO Telecom wants to implement an on-the-job training program for its sales staff who are
unaware of the technical aspects of the firm's products. The lack of technical knowledge among
its sales staff is harming the company's prospects of securing lucrative contracts. Although
KTPO's IT team is well versed in various technologies, it is not well suited to handle a training
program. However, the best IT trainers in the industry cost more than what KTPO can afford to
spend on the training program. This scenario illustrates _____.
A. simulation
B. social support
C. situational constraints
D. psychological mindedness
E. experiential conflicts
Readiness for training depends on two broad characteristics of the work environment:
situational constraints and social support. Situational constraints are the limits on training's
effectiveness that arise from the situation or the conditions within the organization. In this
scenario, KTPO's lack of funds to employ the best trainers in the industry is a situational
constraint.

Blooms: Apply
7-38
53. _____ refers to the ways an organization's people encourage training.
A. Situational constraint
B. Employee orientation
C. Benchmarking
D. Social support
E. Experiential program
Readiness for training also depends on two broad characteristics of the work environment:
situational constraints and social support. Social support refers to the ways the organization's
people encourage training, including giving trainees praise and encouraging words, sharing
information about participating in training programs, and expressing positive attitudes toward
the organization's training programs.

Blooms: Remember
7-39
54. Openze Technology, a firm that manufactures mobile phones, has a three-week training
program for all of its new recruits. During the training program, the new employees are
constantly encouraged to express their thoughts and ideas. Good ideas are rewarded
immediately by the trainers, thereby encouraging active participation. This scenario exemplifies
_____.
A. situational constraints
B. employee orientation
C. benchmarking
D. social support
E. experiential programs
Readiness for training depends, among other things, on two broad characteristics of the work
environment: situational constraints and social support. Social support refers to the ways the
organization's people encourage training, including giving trainees praise and encouraging
words, sharing information about participating in training programs, and expressing positive
attitudes toward the organization's training programs. This scenario exemplifies social support.

Blooms: Apply
7-40
55. Terral Prime, an auditing firm, purchases a management information system called Alpha Duo.
Most of Terral's employees are unfamiliar with the functional aspects of Alpha Duo, and
management decides to approach external trainers to train its employees. Rebecca, the
company's training coordinator, is tasked with finding suitable trainers. Rebecca sends an email,
with a document outlining the company's training requirements, to multiple vendors and asks
them to provide suitable trainer profiles and cost quotes. What is the document called that
Rebecca sends out to training vendors?
A. Request for proposal
B. Articles of incorporation
C. Instructional design
D. Needs assessment form
E. Organization analysis report
(RFP), which is a document outlining the type of service needed, the type and number of
references needed, the number of employees to be trained, the date by which the training is to
be completed, and the date by which proposals should be received. The document that
Rebecca sent out to training vendors is called a request for proposal.

Blooms: Apply
7-41
56. Identify a characteristic of effective training objectives.
A. They include disclaimers to prevent exaggerated expectations.
B. They specify the costs associated with the training.
C. They specify the method of performance evaluation.
D. They include the names of the trainers and trainees.
E. They include measurable performance standards.
Effective training objectives include performance standards that are measurable. They also
identify the resources needed to carry out the desired performance or outcome.

Blooms: Understand
7-42
57. When using an outside expert, a complete _____ should indicate funding for the project and the
process by which the organization will determine its level of satisfaction.
A. cohabitation agreement
B. letter of intent
C. certificate of occupancy
D. articles of incorporation
E. request for proposal
(RFP). A complete RFP also indicates funding for the project and the process by which the
organization will determine its level of satisfaction.

Blooms: Remember
7-43
58. In the context of planning a training program, even though it is time consuming, putting
together a _____ is worthwhile because it helps an organization clarify training objectives,
compare vendors, and measure results.
A. cohabitation agreement
B. letter of intent
C. certificate of occupancy
D. requirements specification document
E. request for proposal
(RFP). Putting together a request for proposal is time consuming but worthwhile because it
helps the organization clarify its objectives, compare vendors, and measure results.

Blooms: Remember
7-44
59. Phonyton Inc. decides to implement a specialized training program for 200 employees on using
a new software application to handle their daily tasks. Philip, the training administrator, decides
to hire an external consultant to conduct the training program. However, Larry, the sales
manager, believes that hiring an external consultant will add to the mounting costs incurred on
implementing the new software. He believes that employees should learn the application using
the support documents provided with the software. Which of the following arguments should
Philip use to persuade Larry that the decision to hire an external consultant is the best option?
A. Hiring external consultants is cheaper than buying user manuals for all employees.
B. An external consultant is more likely to understand how the application's functionality ties in
with the company's internal processes.
C. User acceptance of a software application is possible only when users are trained to use the
application.
D. User manuals provided with software applications contain jargon and can be understood
only by employees of the IT department.
E. The money spent in implementing the software application will be wasted if the employees
do not receive proper training on how to use the application.
Despite higher costs, hiring a qualified external trainer to deliver a specialized training is more
likely to help users understand the application better and validates the amount of money spent
on implementing the application.

Blooms: Analyze
7-45
60. Filler Mayo Inc. recognizes the need for providing on-the-job training to employees because
whose technical skills are lacking. The company's HR department is tasked with coordinating
the entire training process. This function of the HR department at Filler Mayo is called _____.
A. requirements specification
B. training administration
C. training simulation
D. orientation
E. needs analysis
Even in organizations that send employees to outside training programs, someone in the
organization may be responsible for coordinating the overall training program. Called training
administration, this is typically the responsibility of a human resources professional.

Blooms: Apply
7-46
61. Identify the training method that is used for conveying facts or comparing alternatives.
A. Hands-on method
B. Presentation method
C. Group-building method
D. On-the-job training program
E. Object class method
When the objective of training is to convey facts or compare alternatives, presentation methods
are used. In this method, trainees receive information provided by others through lectures,
workbooks, CD-ROMs, DVDs, podcasts, or Web sites.

Blooms: Remember
7-47
62. Which of the following training methods uses techniques like lectures, workbooks, video clips,
podcasts, and web sites?
A. Group building methods
B. Hands-on methods
C. Presentation methods
D. Object class methods
E. Experiential programs
Trainees receive information provided by others by presentation methods. The different
techniques used include lectures, workbooks, CD-ROMs, DVDs, podcasts, or web sites.

Blooms: Remember
7-48
63. According to Trevor, when faced with a choice between instructor-led classroom training and
computer-based training, an organization must always choose computer-based training. Which
of the following, if true, weakens Trevor's claim?
A. Research shows that classroom training is one of the most popular methods of training used
around the world.
B. Unlike classroom training that takes place in a physical environment, computer-based

training takes place in a virtual world.
C. Some Fortune 500 companies do not use computer-based training to train their employees.
D. The cost of classroom training and computer-based training is comparable.
E. Unlike computer-based training, classroom training involves more interaction and therefore
provides a better possibility that trainees will retain the information gained.
If it is true that classroom training helps employees retain the information gained through
training better than computer-based training does, it weakens Trevor's claim that organizations
must always choose computer-based training.

Blooms: Analyze
7-49
64. Identify the correct statement regarding audiovisual training.
A. It is the best method to establish teams or work groups.
B. It is an example of a hands-on method of training.
C. It can be carried out only in a classroom.
D. It does not allow users to have any control over the presentation.
E. It is not affected by an individual trainer's goals and skills.
An advantage of audiovisual presentations is that they give trainees a consistent presentation,

not affected by an individual trainer's goals and skills.

Blooms: Understand
65. Identify the application of hands-on methods in training.
A. Used to manage the performance of teams
B. Used to compare alternatives
C. Used to compare facts
D. Used to establish teams or work groups
E. Used to teach specific skills
One of the applications of hands-on methods in training is to teach specific skills and show how
skills are related to a job.

7-50
Blooms: Understand
66. Peter, a logistics manager, is trained to handle inventories and make procurement decisions in
the absence of the purchasing manager. Which of the following training methods was received
by Peter?
A. Coordination training
B. Experiential training
C. Behavior modeling
D. Cross-training
E. Action learning
In cross-training, team members understand and practice each other's skills so that they are
prepared to step in and take another member's place.

Blooms: Apply
7-51
67. Keith and his team, employees of an online retailing company, are being trained on cyber
surveillance and user security. As part of their training, they are working to identify a solution to
the problem of cyber-phishing and data breaches. Which of the following forms of group-
building methods is being employed by Keith's team?
A. Cross-learning
B. Action learning
C. Adventure learning
D. Virtual reality
E. Behavior modeling
In action learning, teams or work groups get an actual problem, work on solving it and commit
to an action plan, and are accountable for carrying out the plan. Ideally, the project is one for
which the efforts and results will be visible not only to participants but also to others in the
organization. In this case, Keith and his team are implementing action learning as they work on
an actual problem, i.e., identifying a solution to the problem of cyber-phishing and data
breaches.

Blooms: Apply
7-52
68. Identify the correct statement regarding computer-based training.
A. It is more expensive than classroom instruction.
B. It is difficult to customize for specific training needs.
C. It is not an interactive form of training.
D. It gives a company the flexibility in scheduling training.
E. It is now declining in popularity.
Computer-based training is generally less expensive than putting an instructor in a classroom of

trainees. The low cost to deliver information gives the company flexibility in scheduling training,
so that it can fit around work requirements. Also, it is easier to customize computer-based
training for individual learners.
AACSB: Technology
Blooms: Understand
7-53
69. Roger, the manager of a car dealership, finds it impossible to train his mechanics on the details
of every potential repair problem because of the increasing complexity and variety of today's
automobiles. Hence, he provides them with a training program to familiarize them with the
basics of engine, emission, and other types of repair, and in case of a particular problem, seek
expert advice through an online computer application program. Which of the following learning
approaches is being implemented by Roger?
A. E-learning simulation
B. Electronic performance support system
C. Experiential behavior modeling program
D. Virtual reality-based simulation program
E. Myers-Briggs simulation program
and expert advice when a problem occurs on the job.

Blooms: Apply
7-54
70. Which of the following characterizes electronic performance support systems?
A. They provide expert advice when a problem occurs on the job.
B. They automate the administration and delivery of a company's training programs.
C. They determine the appropriateness of training by evaluating the characteristics of the

organization.
D. They determine individuals' readiness for training.
E. They identify the tasks that training should emphasize.
and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant
than attending classes, even classes offered online.

Blooms: Understand
7-55
71. Allinall, a firm that specializes in building construction, hires Kyle, an unemployed teenager, to
work in its carpentry division. Since Kyle does not have the required skills to work as a
carpenter, he is provided training that helps him pick up carpentry skills on the job. Kyle learns
by assisting other master carpenters and journeymen. In addition to the skills Kyle acquires, he
is paid by Allinall. The form of training exemplified in this scenario is called _____.
A. simulation
B. internship
C. apprenticeship
D. co-employment
E. onboarding
combination of structured on-the-job training (OJT) and classroom training. The form of
training exemplified in this scenario is called apprenticeship.

Blooms: Apply
7-56
72. Russell claims that an apprenticeship prepares one better for a job than an internship. Which of
the following, if true, strengthens Russell's claim?
A. Apprentices are paid while interns are not paid.
B. Apprentices, unlike interns, do not have fixed training periods.
C. Unlike interns who mostly file paperwork, apprentices have hands-on experience during
training.
D. Unlike interns who are sponsored by educational institutions, apprentices are sponsored by
labor unions.
E. Interns are more likely than apprentices to get admonished for their mistakes on the job.
If it is true that an apprentice has more hands-on experience than an intern, then it strengthens
the claim than an apprenticeship prepares one better for a job role than an internship.

Blooms: Analyze
7-57
73. Which of the following is a work-study training method that teaches job skills through a
combination of on-the-job training and classroom training?
A. Bumping
B. Benchmarking
C. Apprenticeship
D. Co-employment
E. Onboarding
combination of structured on-the-job training (OJT) and classroom training. The OJT
component of an apprenticeship involves the apprentice assisting a certified tradesperson at
the work site.

Blooms: Remember
7-58
74. Identify the correct example of an on-the-job training method.
A. Behavior modeling
B. Simulation
C. Apprenticeship
D. Adventure learning
E. Action learning
Apprenticeship is an example of an on-the-job training method.

Blooms: Remember
75. Which of the following statements is true of an apprenticeship?
A. An apprenticeship does not include any classroom training methods.
B. An apprentice can earn an income while learning a trade.
C. An apprenticeship does not offer hands-on learning and practice.
D. An apprenticeship cannot be sponsored by groups outside the firm.
E. An apprenticeship is mostly used for teaching management and interpersonal skills.

combination of structured on-the-job training and classroom training. For trainees, a major
advantage of apprenticeship is the ability to earn an income while learning a trade.
AACSB: Technology
7-59
Blooms: Understand
76. Which of the following statements is true of an apprenticeship?
A. An apprentice does not make any money.
B. An apprentice usually assists a certified tradesperson at the worksite.
C. An apprenticeship does not involve classroom training.
D. An apprenticeship is typically sponsored by an educational institution.
E. An apprenticeship is based on simulations and virtual reality.
combination of structured on-the-job training and classroom training.

Blooms: Understand
7-60
77. Which of the following distinguishes an apprenticeship from an internship?
A. An apprenticeship is an on-the-job training method, whereas an internship is a classroom-
based training method.
B. An apprenticeship is an unstructured training method, whereas an internship is a structured
training method.
C. An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by

educational institutions.
D. Most apprenticeship programs take place in white-color professions, whereas most
internship programs occur in blue-collar jobs.
E. An apprenticeship does not provide an income, whereas an internship provides an income

while learning a trade.
Some apprenticeships are sponsored by individual companies, others by employee unions.
Internships are sponsored by an educational institution as a component of an academic

program.

Blooms: Understand
7-61
78. Identify the on-the-job training program that is typically funded by an educational institution as
a component of an academic program.
A. Internship
B. Coordination training
C. Apprenticeship
D. Experiential training
E. Simulation training
An internship is on-the-job learning sponsored by an educational institution as a component of
an academic program. The sponsoring school works with local employers to place students in
positions where they can gain experience related to their area of study.

Blooms: Remember
7-62
79. Carla, a student at Cardinal College, is pursuing a degree in international business
management. As part of her program at Cardinal College, she is required to work at Wong
Consulting for a period of six months, where she will gain experience related to her field. Carla's
employment at Wong Consulting is an example of a(n) _____.
A. internship
B. coordination training
C. apprenticeship
D. experiential training program
E. simulation training program
An internship is on-the-job learning sponsored by an educational institution as a component of

an academic program. The sponsoring school works with local employers to place students in
positions where they can gain experience related to their area of study. Carla's employment at
Wong Consulting is an example of an internship.

Blooms: Apply
7-63
80. Identify the kind of profession that would typically employ an apprentice.
A. Accountant
B. Doctor
C. Carpenter
D. Nurse
E. Lawyer
Carpentry is an example of a profession in which apprentices are typically employed.

Blooms: Remember
81. Identify the profession that would typically employ interns.
A. Bricklayer
B. Journalist
C. Carpenter
D. Plumber
E. Welder
Journalism is an example of a profession that would typically employ interns.

Blooms: Remember
7-64
82. Which of the following training methods represents a real-life situation with trainees making
decisions resulting in outcomes that mirror what would happen on the job?
A. Apprenticeship
B. Cross-training
C. Action learning
D. Internship
E. Simulation
A simulation is a training method that represents a real-life situation with trainees making
decisions resulting in outcomes that mirror what would happen on the job. Simulations enable
trainees to see the impact of their decisions in an artificial, risk-free environment.

Blooms: Remember
7-65
83. Fernando is hired as a seasonal firefighter by the California Department of Forestry and Fire
Protection. The training used to prepare Fernando for his firefighting job involves an online
training module. In this game-like module, Fernando is virtually placed in a real-life scenario
such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many
lives as possible. This form of training is referred to as a(n) _____.
A. apprenticeship
B. cross-training
C. action learning
D. internship
E. simulation
A simulation is a training method that represents a real-life situation with trainees making
decisions resulting in outcomes that mirror what would happen on the job. Simulations enable
trainees to see the impact of their decisions in an artificial, risk-free environment. The training
method described in this scenario to train Fernando is an example of a simulation.

Blooms: Apply
7-66
84. Which of the following statements is true of simulators used in training?
A. They must have elements identical to those found in the work environment.
B. They cannot be used when the risks of a mistake on a job are great.
C. They are used for on-the-job training.
D. They are inexpensive to develop.
E. They do not need constant updating.
Simulations enable trainees to see the impact of their decisions in an artificial, risk-free
environment. Simulators must have elements identical to those found in the work environment.

Blooms: Understand
7-67
85. Ionia Inc. uses simulations during training and as a method of evaluation, post training. When
Christine does not pass the simulation at the end of her internship, she is not extended a job
offer. Christine poses an argument that causes Ionia to reconsider her results and extend her a
job offer. Which of the following was most likely the basis of Christine's argument?
A. The simulation contained elements that were unlike those found in a work environment.
B. Simulations are neither a reliable method of training nor a reliable method of evaluation.
C. No other intern failed the simulation; hence the simulation was rigged for her test.
D. The simulation was developed by an internal team of developers; hence subject to bias.
E. Christine did not face the same scenario in training simulations.
Simulators must have elements identical to those found in the work environment. If the
elements in the simulation differed from that of an actual work environment, using it to
evaluate an intern would be inappropriate.

Blooms: Analyze
7-68
86. Identify the statement that accurately describes an avatar used in training by simulation.
A. A computer-based technology that provides an interactive three-dimensional learning
experience
B. A computer application that automates the administration and delivery of a training
program
C. A computer depiction of employees that can be manipulated in an online role-play
D. A computer application that conducts needs assessments for an organization
E. A computer-based technology that provides access to skills training, information, and expert
advice when a problem occurs on the job
When simulations are conducted online, trainees often participate by creating avatars, or
computer depictions of themselves, which they manipulate onscreen to play roles as workers or
other participants in a job-related situation.

Blooms: Remember
7-69
87. Using avatars for training purposes would be an example of _____.
A. benchmarking
B. action learning
C. simulation
D. adventure learning
E. orientation
When simulations are conducted online, trainees often participate by creating avatars, or
computer depictions of themselves, which they manipulate onscreen to play roles as workers or
other participants in a job-related situation.
AACSB: Technology
Blooms: Remember
7-70
88. Which of the following is a computer-based technology that provides an interactive, three-
dimensional learning experience?
A. Electronic performance support system
B. Instructional design
C. Learning management system
D. Benchmarking
E. Virtual reality
Virtual reality is a computer-based technology that provides an interactive, three-dimensional
learning experience.
AACSB: Technology
Blooms: Remember
7-71
89. Which of the following is described as a detailed description of a situation that trainees analyze
and discuss and is designed to develop higher-order thinking skills?
A. Restrictive covenant
B. Electronic performance support system
C. Case study
D. Request for proposal
E. Avatar
A case study is a detailed description of a situation that trainees analyze and discuss and is
designed to develop higher-order thinking skills.

Blooms: Remember
7-72
90. Identify the correct statement regarding case studies.
A. Case studies stimulate learning by actively involving participants and the competitive nature
of business.
B. Cases encourage trainees by giving them practice in weighing and acting on uncertain
outcomes after evaluating a case.
C. Trainees play a passive role while being trained with case studies.
D. Case studies do not encourage trainees to take risks.
E. Training with case studies does not require any interaction among trainees.
Cases are designed to develop higher-order thinking skills, such as the ability to analyze and
evaluate information. They also can be a safe way to encourage trainees to take appropriate
risks, by giving them practice in weighing and acting on uncertain outcomes.

Blooms: Understand
7-73
91. _____ involves training sessions in which participants observe other people demonstrating the
desired behavior, then have opportunities to practice the behavior themselves.
A. Random testing
B. Benchmarking
C. Behavior modeling
D. Experiential training
E. Classroom learning
Behavior modeling involves training sessions in which participants observe other people
demonstrating the desired behavior, then have opportunities to practice the behavior
themselves.

Blooms: Remember
7-74
92. Behavior modeling is especially useful for improving:
A. technical skills.
B. interpersonal skills.
C. spatial skills.
D. clerical skills.
E. cognitive skills.
Research suggests that one of the most effective ways to teach interpersonal skills is through
behavior modeling. This involves training sessions in which participants observe other people
demonstrating the desired behavior, then have opportunities to practice the behavior
themselves.

Blooms: Remember
7-75
93. Which of the following is an example of an experiential training method?
A. Jane, who is a cashier, is being trained to stock shelves in case there is a shortage of
employees.
B. Jeffery and his colleagues take part in a rafting course sponsored by their company.
C. Erin and five other managers are tasked to study a business problem and present
recommendations.
D. Hugh is asked to review videos of other employees exhibiting certain important behaviors
related to the workplace.
E. Katherine uses an online persona to make decisions in game simulations involving job-
related situations.
One form of experiential program, called adventure learning, uses challenging, structured
outdoor activities, which may include difficult sports such as dogsledding, rafting, or mountain
climbing.

Blooms: Apply
7-76
94. A(n) _____ is a training method in which participants learn concepts and then apply them by
simulating the behaviors involved and analyzing the activity, connecting it with real-life
situations.
A. apprenticeship
B. experiential program
C. internship
D. case study
E. audiovisual training program
In experiential programs, participants learn concepts and then apply them by simulating the
behaviors involved and analyzing the activity, connecting it with real-life situations.

Blooms: Remember
7-77
95. The difference between adventure learning and cross-training is that:
A. adventure learning is a team activity, while cross-training is an organization-wide activity.
B. adventure learning helps team members understand themselves and each other, while
cross-training helps team members learn each other's job roles.
C. adventure learning focuses on improving job-related skills of employees, while cross-

training is focused on a person's behavior.
D. adventure learning is easier but more expensive to conduct than cross-training.
E. adventure learning is a team program, while cross-training is an experiential program.
Adventure learning helps participants gain a greater understanding of themselves and the ways
they interact with their co-workers. In cross-training, team members understand and practice
each other's skills so that they are prepared to step in and take another member's place.

Blooms: Analyze
7-78
96. Tom, the marketing director of an automobile manufacturing company, enrolled a new group
of trainees in experiential programs based on the responses evoked during a training session.
Which of the following responses by the trainees could have resulted in their enrollment in
experiential programs?
A. The trainees expressed a desire to involve themselves in virtual realities that provided an
interactive and three-dimensional learning experience.
B. The trainees expressed a desire to partake in training sessions that involved observing the
behavior of others and practicing it themselves.
C. The trainees expressed a desire to create computer depictions of themselves, which could
be manipulated onscreen to play roles as workers in various situations.
D. The trainees expressed a desire to evaluate themselves and see the impact of their decisions
in a risk-free environment.
E. The trainees expressed a desire to be challenged and get out outside of their comfort zone
but within limits that kept their motivation strong.
To develop teamwork and leadership skills, some organizations enroll their employees in a form
of training called experiential programs. Experiential training programs should follow several
guidelines. A program should be related to a specific business problem. Participants should feel
challenged and move outside their comfort zones but within limits that keep their motivation
strong and help them understand the purpose of the program.

Blooms: Analyze
7-79
97. Which of the following forms of experiential training is a teamwork and leadership training
program that uses challenging, structured outdoor activities?
B. Coordination training
C. Adventure learning
D. Cross-training
E. Action learning
One form of experiential program, called adventure learning, uses challenging, structured
outdoor activities, which may include difficult sports such as dogsledding, rafting, or mountain
climbing.

Blooms: Remember
7-80
98. _____ is a training method that coordinates the performance of individuals who work together
to achieve a common goal.
A. Simulation
B. Internship
C. Team training
D. Virtual reality
E. Apprenticeship
A possible alternative to experiential programs is team training, which coordinates the
performance of individuals who work together to achieve a common goal. An organization may
benefit from providing such training to groups when group members must share information
and group performance depends on the performance of the individual group members.

Blooms: Remember
7-81
99. Which of the following work settings is most likely to benefit from team training?
A. A technical support call center
B. A stock brokerage firm
C. A military brigade
D. A research laboratory
E. A group of school teachers
An organization may benefit from providing team training to groups when group members
must share information and group performance depends on the performance of the individual
group members. Examples include the military, nuclear power plants, and commercial airlines.

Blooms: Remember
7-82
100. Team training in which team members understand and practice each other's skills so that they
are prepared to step in and take another member's place is referred to as:
A. coordination training.
B. experiential training.
C. behavior modeling.
D. cross-training.
E. action learning.

Blooms: Remember
7-83
101. Which of the following is an example of the cross-training method?
A. Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees.
B. Stan, along with his colleagues, participates in a 5K run sponsored by the company.
C. Kylie and five other managers analyze a business problem to suggest changes.
D. Patrick is reviewing videos of other employees exhibiting certain important behaviors

related to the workplace.
E. Ira has team members visualize that they have to do to release a new product.

Blooms: Apply
7-84
102. _____ is a team training method that trains a team on how to share information and decisions to
obtain the best team performance.
B. Experiential program
C. Diversity training
D. Coordination training
E. Simulation
Coordination training trains the team in how to share information and decisions to obtain the
best team performance.

Blooms: Remember
7-85
103. Which of the following forms of group building gives teams or work groups an actual problem,
have them work on solving it and commit to an action plan, and holds them accountable for
carrying out the plan?
A. Virtual reality
B. Self-directed learning
C. Action learning
D. Business games
E. Simulations
Action learning is a form of group building where teams or work groups get an actual problem,
work on solving it and commit to an action plan, and are accountable for carrying out the plan.

Blooms: Remember
7-86
104. Thomas heads a waste management firm. Recently, his firm was under scrutiny from
environmental organizations. To counter any possible negative claims by these organizations
against his company, Thomas assigned five of his junior managers to study the issue and
propose plans or initiatives that could make the company look more environmental friendly. He
also instructed senior managers to mentor their subordinates as they devised new ideas. Which
of the following form of team training was applied by Thomas?
A. Action learning
B. Adventure learning
C. Cross-training
D. Internship
E. Apprenticeship
Action learning is a form of group building where teams or work groups get an actual problem,
work on solving it and commit to an action plan, and are accountable for carrying out the plan.

Blooms: Apply
7-87
105. In the context of principles of learning, which of the following is defined as the difficulty level of
written materials?
A. Virtual reality
B. Simulation
C. Modularity
D. Action learning
E. Readability
Written materials should have an appropriate reading level. A simple way to assess
readability—the difficulty level of written materials—is to look at the words being used and at
the length of sentences.

Blooms: Remember
7-88
106. Matt, the training coordinator at Joaquim Solutions, inspected the training material for a new
training program and concluded that the material was not very readable. Which of the
following most likely caused Matt to arrive at this conclusion?
A. The training material contained many checklists.
B. Most sentences in the training material were short and contained simple words.
C. The training material was devoid of technical jargon.
D. Many sentences in the reading material began with the word "the."
E. The training material was composed of too many long paragraphs.
A simple way to assess readability—the difficulty level of written materials—is to look at the
words being used and at the length of sentences. In general, it is easiest to read short
sentences and simple, standard words.

Blooms: Remember
7-89
107. Identify a guideline that will help increase readability of training materials.
A. Replace concrete words with abstract words.
B. Combine two or more sentences into one long sentence.
C. Combine two or more paragraphs into one long paragraph.
D. Add checklists and illustrations to clarify the text.
E. Substitute written material for video, hands-on learning, or other nonwritten methods.
The basic approach is to rewrite the material looking for ways to simplify it. Substitute simple,
concrete words for unfamiliar or abstract words. Divide long sentences into two or more short
sentences. Divide long paragraphs into two or more short paragraphs. Add checklists and
illustrations to clarify the text.

Blooms: Understand
7-90
108. The stage to prepare for evaluating a training program is:
A. before the request for proposal is developed.
B. when the organization ensures readiness.
C. after the program has been developed.
D. during the implementation of the program.
E. when the program is being developed.
After a training program ends, or at intervals during an ongoing training program,

organizations should ensure that the training is meeting objectives. The stage to prepare for
evaluating a training program is when the program is being developed.

Blooms: Understand
7-91
109. Which of the following includes on-the-job use of knowledge, skills, and behaviors learned in
training?
A. Coordination training
B. Retraining
C. Cross-training
D. Action learning
E. Transfer of training
Evaluation of training should look for transfer of training, or on-the-job use of knowledge, skills,
and behaviors learned in training. Transfer of training requires that employees actually learn the
content of the training program and that the necessary conditions are in place for employees to
apply what they learned.

Blooms: Remember
7-92
110. _____ requires that employees actually learn the content of the training program and that the
necessary conditions are in place for employees to apply what they learned.
B. Transfer of training
C. Simulation
D. Virtual reality
E. Action learning
apply what they learned.

Blooms: Remember
7-93
111. Information such as facts, techniques, and procedures that trainees can recall after training and
skills that trainees can demonstrate in tests are examples of _____.
A. training outcomes
B. transfer of training
C. return on investment on training
D. training credits
E. training improvements
Assessment of training also should evaluate training outcomes, that is, what (if anything) has
changed as a result of the training. Possible outcomes include information such as facts,
techniques, and procedures that trainees can recall after the training and skills that trainees can
demonstrate in tests or on the job.

Blooms: Remember
7-94
112. Which of the following is the most accurate way to evaluate a training program?
A. Using only a pretest
B. Conducting pretests and then training only part of the employees
C. Conducting pretests and posttests on all trainees
D. Using only a posttest
E. Checking trainees' performance, knowledge, and attitudes only after training
The most accurate way to evaluate the training program is to measure performance,
knowledge, or attitudes among all employees before the training and then train only part of the
employees. After the training is complete, the performance, knowledge, or attitudes are again
measured, and the trained group is compared with the untrained group.

Blooms: Understand
7-95
113. The simplest approach to evaluating training is to:
A. use only a pretest.
B. calculate the return on investment.
C. conduct pretests and posttests on all trainees.
D. use only a posttest.
E. compare pretest and posttest scores of the trained group with those of an untrained group.
The simplest approach to evaluate training is to use only a posttest. This type of measurement
does not enable accurate comparisons, but it may be sufficient, depending on the cost and
purpose of the training.

Blooms: Remember
7-96
114. Stronx Consulting implements a training program for its employees. The pretest and posttest
do not show any significant variation in the competency, skill, or knowledge of the employees.
The management concludes that the training program was futile. Which of the following, if true,
would weaken the management's conclusion?
A. The actual impact of the training can only be evaluated by comparing the performance of
employees who underwent training and those who did not.
B. The posttest evaluated employees for similar levels of knowledge, skill, and competency as
the pretest.
C. Posttests and pretests are very complex, and Stronx Consulting should have used a simpler
form of evaluation.
D. The duration of the training was three months, which is comparatively short when
compared to the duration of many other training programs.
E. The posttest was conducted immediately after the completion of the training program.
The most accurate but most costly way to evaluate the training program is to measure
performance, knowledge, or attitudes among all employees before the training and then train
only part of the employees. After the training is complete, the performance, knowledge, or
attitudes are again measured, and the trained group is compared with the untrained group.

Blooms: Analyze
7-97
115. Which of the following forms of training prepares employees to perform their jobs effectively,
learn about the organization, and establish work relationships?
A. Orientation
B. Benchmarking
C. Sensitivity training
D. Bumping
E. Conditioning

their job effectively, learn about the organization, and establish work relationships.

Blooms: Remember
7-98
116. Level On, a firm that creates games for mobile devices and PCs, has a unique training program
for all its new employees. The program lasts for five days and does not involve doing any work.
During this period, the trainees are helped to settle in and understand the work culture at Level
On. Among other things, the trainees learn about the company, its work culture, various
department functions, their own job roles, and the roles of other employees. The form of
training method used for new employees at Level On is known as _____.
A. orientation
B. benchmarking
C. sensitivity training
D. bumping
E. conditioning

their job effectively, learn about the organization, and establish work relationships. The form of
training employed for new employees at Level On is known as orientation.

Blooms: Apply
7-99
117. Organizations provide orientation to their new employees because:
A. it is a legal requirement for all new employees.
B. it relieves the shock and surprise experienced when starting a new job.
C. a new employees does not perform sufficient research on the employer before joining.
D. a realistic job profile is provided during recruitment.
E. it is less cost effective than organizational analysis.
Organizations provide for orientation because, no matter how realistic the information provided
during employment interviews and site visits, people feel shock and surprise when they start a
new job.

Blooms: Understand
7-100
118. Identify the purpose of implementing diversity training programs that focus on attitudes.
A. To identify incidents that discourage employees from working up to their potential
B. To teach employees to be effective at different tasks and roles
C. To change organizational policies that inhibits employees' personal growth and productivity
D. To improve participants' ability to interact effectively with people both up and down the
organization's hierarchy
E. To increase participants' awareness of cultural, ethnic, personal, and physical differences in

the workforce
Programs that focus on attitudes have objectives to increase participants' awareness of cultural
and ethnic differences, as well as differences in personal characteristics and physical
characteristics (such as disabilities).

Blooms: Understand
7-101
119. Which of the following is the main objective of diversity training programs that focus on
behavior?
A. To increase participants' awareness of cultural and ethnic differences as well as differences

in personal and physical characteristics, such as disabilities
B. To teach employees to be effective at different tasks and roles
C. To send participants directly into communities where they interact with persons from
different cultures, races, and nationalities
D. To change organizational policies and individual conduct that inhibit employees' personal
growth and productivity
E. To make people aware of cultural differences and stereotypes
Programs that focus on behavior aim at changing the organizational policies and individual
behaviors that inhibit employees' personal growth and productivity.
AACSB: Diversity
Blooms: Understand
7-102
120. Identify the type of diversity training provided by some organizations that involves sending
A. Community service
B. Acculturation
C. Cultural immersion
D. Cultural health
E. Ethnology
AACSB: Diversity
Blooms: Remember
7-103
121. Windel Auto, an automobile manufacturer based in the United States, partners with a Japanese
manufacturer, Telspar, to supply automobile parts. To ensure that its employees do not
miscommunicate with its Japanese partner, Windel implements a training program to expose its
employees to Japanese customs, language traits, and interpersonal traits. It secures the services
of Andrea, a Japanese interpreter, to conduct the training program. Which of the following
forms of training has Windel Auto used in this scenario?
A. Community service
B. Acculturation
C. Cultural immersion
D. Virtual reality
E. Adventure learning
cultures, races, and nationalities. The method of training employed by Windel Auto in this
scenario is called cultural immersion.
AACSB: Diversity
Blooms: Remember
7-104
122. Trainees are likely to respond more positively to which of the following approaches of diversity
training?
A. Increasing participants' awareness of cultural and ethnic differences, as well as differences in

personal and physical characteristics, such as disabilities
B. Teaching employees skills for constructively handling communication barriers, conflicts, and
misunderstandings that arise when different people try to work together
C. A program that sends participants directly into communities where they interact with
persons from different cultures, races, and nationalities
D. A program that clearly demonstrates that it values diversity and minorities over the average
white male employee
E. Making people aware of cultural differences and their stereotypes about those differences
to avoid letting stereotypes influence their interactions with people
One approach to diversity training starts with the assumption that all individuals differ in various
ways and teaches skills for constructively handling the communication barriers, conflicts, and
misunderstandings that necessarily arise when different people try to work together. Trainees
may be more positive about receiving this type of training than other kinds of diversity training.

Blooms: Understand
Essay Questions
7-105
123. What are the different stages of instructional design process?
An instructional design process begins with an assessment of the needs for training—what the
organization requires that its people learn. Next, the organization ensures that employees are
ready for training in terms of their attitudes, motivation, basic skills, and work environment. The
third step is to plan the training program, including the program's objectives, instructors, and
methods. The organization then implements the program. Finally, evaluating the results of the
training provides feedback for planning future training programs.

Blooms: Understand
7-106
124. Discuss the three elements of a needs assessment process.
The needs assessment process involves three major elements: (1) Organization analysis, (2)
person analysis, and (3) task analysis.
1. Organization analysis: Usually, the needs assessment begins with the organization analysis. It
involves determining the appropriateness of training by evaluating the characteristics of the
organization. The organization analysis looks at training needs in light of the organization's
strategy, resources available for training, and management's support for training activities.
2. Person analysis: The person analysis is a process for determining individuals' needs and
readiness for training. It is critical when training is considered in response to a performance

problem.
3. Task analysis: The task analysis is the process to identify the tasks, knowledge, skills, and
behaviors that training should emphasize. It is usually conducted along with person analysis.
Understanding shortcomings in performance usually requires knowledge about the employee

as well as the tasks and work environment.

Blooms: Understand
7-107
125. What should managers do to support training?
Some of the ways in which managers can support training are:
• Understand the content of the training.

• Know how training relates to what you need employees to do.
• In performance appraisals, evaluate employees on how they apply training to their jobs.
• Support employees' use of training when they return to work.

• Ensure that employees have the equipment and technology needed to use training.
• Prior to training, discuss with employees how they plan to use training.
• Recognize newly trained employees who use training content.

• Give employees release time from their work to attend training.
• Explain to employees why they have been asked to attend training.
• Give employees feedback related to skills or behavior they are trying to develop.
• If possible, be a trainer.

Blooms: Understand
7-108
126. What is a request for proposal? What is its importance?
An organization can provide an effective training program, even if it lacks expertise in training.
(RFP). A request for proposal is a document outlining the type of service needed, the type and
number of references needed, the number of employees to be trained, the date by which the
training is to be completed, and the date by which proposals should be received. A complete
RFP also indicates funding for the project and the process by which the organization will
determine its level of satisfaction. Putting together a request for proposal is time consuming
but worthwhile because it helps the organization to clarify its objectives, compare vendors, and
measure results.

Blooms: Understand
7-109
127. In the context of training, what is e-learning?
E-learning involves receiving training via the Internet or an organization's intranet, typically
through some combination of web-based training modules, distance learning, and virtual
classrooms. E-learning uses electronic networks for delivering and sharing information, and it
offers tools and information for helping trainees improve performance. Training programs may
include links to other online information resources and to trainees and experts for collaboration
on problem solving. The e-learning system may also process enrollments, test and evaluate
participants, and monitor progress. The best e-learning combines the advantages of the
Internet with the principles of a good learning environment. It takes advantage of the web's
dynamic nature and ability to use many positive learning features, including hyperlinks to other
training sites and content, control by the trainee, and ability for trainees to collaborate.

Blooms: Understand
7-110
128. Define apprenticeship. Explain the merits of apprenticeship.

combination of structured on-the-job training (OJT) and classroom training. The OJT
component of an apprenticeship involves the apprentice assisting a certified tradesperson at
the work site. Typically, the classroom training is provided by local trade schools, high schools,
and community colleges. Government requirements for an apprenticeship program vary by

occupation. Some apprenticeship programs are sponsored by individual companies, others by
employee unions. For trainees, a major advantage of apprenticeship is the ability to earn an
income while learning a trade. It is usually effective because it involves hands-on learning and
extensive practice.
AACSB: Technology
Blooms: Understand
7-111
129. What are experiential programs? Describe the different types of experiential programs.
To develop teamwork and leadership skills, some organizations enroll their employees in a form
of training called experiential programs. In experiential programs, participants learn concepts
and then apply them by simulating the behaviors involved and analyzing the activity,
connecting it with real-life situations. One form of experiential program, called adventure
learning, uses challenging, structured outdoor activities, which may include difficult sports such
as dogsledding or mountain climbing. Other activities may be structured tasks like climbing
walls, completing rope courses, climbing ladders, or making "trust falls" (in which each trainee
stands on a table and falls backward into the arms of other group members).

Blooms: Understand
7-112
130. What are some of the effective ways of implementing a training program?
In general, effective training communicates learning objectives clearly, presents information in

distinctive and memorable ways, and helps trainees link the subject matter to their jobs.
Employees are most likely to learn when training is linked to their current job experiences and
tasks. Training sessions should present material using familiar concepts, terms, and examples.
As far as possible, the training context—such as the physical setting or the images presented on
a computer—should mirror the work environment. Along with physical elements, the context
should include emotional elements. Trainers should provide ways to actively involve the
trainees, have them practice repeatedly, and have them complete tasks within a time that is
appropriate in light of the learning objectives. Practice requires physically carrying out the
desired behaviors, not just describing them. Trainees need to understand whether or not they
are succeeding. Therefore, training sessions should offer feedback. Effective feedback focuses
on specific behaviors and is delivered as soon as possible after the trainees practice or
demonstrate what they have learned. Well-designed training helps people remember the
content. Training programs need to break information into chunks that people can remember.
If a concept or procedure involves more than five items, the training program should deliver
information in shorter sessions or chunks.

Blooms: Understand
7-113
131. Explain the different approaches of evaluating training.
apply what they learned. Thus, the assessment can look at whether employees have an
opportunity to perform the skills related to the training. Frequent performance of difficult
training-related tasks would signal great opportunity to perform. If there is low opportunity to
perform, the organization should conduct further needs assessment and reevaluate readiness
to learn. Lack of transfer can mean that employees have not learned the course material.
Assessment of training also should evaluate training outcomes, that is, what (if anything) has
changed as a result of the training. The relevant training outcomes are the ones related to the
organization's goals for the training and its overall performance. The most costly way to
evaluate the training program is to measure performance, knowledge, or attitudes among all
employees before the training and then train only part of the employees. After the training is
complete, the performance, knowledge, or attitudes are again measured, and the trained group
is compared with the untrained group. A simpler but less accurate way to assess the training is
to conduct the pretest and posttest on all trainees, comparing their performance, knowledge,
or attitudes before and after the training.

Blooms: Understand
7-114
132. Discuss the different approaches to diversity training.
Approaches to diversity training include: (1) attitude awareness and change, (2) behavior
change, and (3) cultural immersion.
Programs that focus on attitudes have objectives to increase participants' awareness of cultural
and ethnic differences as well as differences in personal characteristics and physical
characteristics (such as disabilities). These programs are based on the assumption that people
who become aware of differences and their stereotypes about those differences will be able to
avoid letting stereotypes influence their interactions with people.
Programs that focus on behavior aim to change the organizational policies and individual
behaviors that inhibit employees' personal growth and productivity. Sometimes these programs
identify incidents that discourage employees from working up to their potential.
Another approach starts with the assumption that all individuals differ in various ways and
teaches skills for constructively handling the communication barriers, conflicts, and
misunderstandings that necessarily arise when different people try to work together. Trainees
may be more positive about receiving this type of training than other kinds of diversity training.
Finally, some organizations provide diversity training in the form of cultural immersion, sending
cultures, races, and nationalities. Participants might talk with community members, work in
community organizations, or learn about events that are significant to the community they visit.

Blooms: Understand
7-115

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Chapter 07 Training Employees Answer Key

True / False Questions

knowledge, skills, or behavior by employees.

Training consists of an organization's planned efforts to help employees acquire job-related

AACSB: Analytical Thinking

AACSB: Analytical Thinking

3. Instructional design logically should begin with needs assessment.

any, are necessary.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

6. Readiness for training is a combination of employee characteristics and positive work

environment that permit training.

Readiness for training is a combination of employee characteristics and positive work

AACSB: Analytical Thinking

AACSB: Analytical Thinking

8. Effective training objectives include performance standards that are measurable.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

electronic performance support systems (EPSSs).

than attending classes.

AACSB: Analytical Thinking

An apprenticeship is a work-study training method that teaches job skills through a

combination of structured on-the-job training and classroom training. Government

programs are sponsored by individual companies, others by employee unions.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

16. An experiential program is an example of a presentation method.

An experiential program is a technique used as part of a group-building method of training.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

shorter sessions or chunks.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

then train all the employees.

only part of the employees.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

the company values diversity more, it values them less.

cultures, races, and nationalities.

Multiple Choice Questions

job-related knowledge, skills, abilities, and behaviors?

Training consists of an organization's planned efforts to help employees acquire job-related

AACSB: Analytical Thinking

To achieve training goals, HR professionals approach training through instructional design—a

AACSB: Analytical Thinking

A. ensure that sales representatives do not feel undervalued.

B. identify that the sales representatives need technical training.

C. identify senior product engineers to train the sales representatives.

E. announce the objectives of the training program.

AACSB: Knowledge Application

A. Assessing needs for training

B. Ensuring readiness for training

C. Planning a training program

D. Implementing a training program

E. Evaluating the results of training

design process that an organization would be in control of the least.

AACSB: Reflective Thinking