These following are some of the consequences of the situation that contributed to initiate training need assessment, except :

• The slowing down of production and the under utilization of machines and equipment.

• An increase in the proportion of work rejected on inspection for not meeting the standards laid down.

• Increased demands on supervisors’ time.

• Job satisfaction because the worker is adequately prepared to do the job.

When general performance weakness have been observed or are anticipated in functions at or across divisional boundaries, indicated that the performance problem and training needs classification level of :

• Individual

• Organizational

• Occupational

• Transactional

These are some of training benefits for organization :

• Improved employee work performance and productivity

• Less absenteeism

• Extra earning accrued through improved job performance and the enhancement of career and promotion prospect

• Greater customer or client satisfaction

A systematic approach to training as follow : (1). Assess effectiveness of training; (2) Design training; (3) Investigate training and (4). Conduct training

The correct sequence of stages are :

• 1 – 2 – 3 – 4

• 1 – 3 – 4 – 2

• 3 – 2 – 4 – 1

• 3 – 4 – 2 – 1

Below statement refers to Training Need Assessment

• The selection of the systematic design and development of training content

• Seek to identify accurately the levels of the present situation in the target surveys, interview, observation, and others secondary data

• Internal validation of measuring trainee’s performance

• Is the method of determining if a training need exist and if it does what training is required to fill the gap

What are differences between training, education and development ?

• Training : knowledge and skill for what you do now

• Education : knowledge and skill for your next role

• Experience : experiences and targeted assignments that grow you

• All above statement correctly

Three occasions to determine training needs :

• Proactive, Reactive, Preventive

• Proactive, Reactive, Evaluative

• Reactive, Proactive, Determinant

• Reactive, Preventive, Determinant

Identify gaps in job performance; Identify causes of job performance; Identify solutions to close performance gap; Clarity and confirm if training is an appropriate solution. These are activities of phase :

• Gather job performance data

• Conduct a performance analysis

• Conduct a cost-benefit analysis

• Conduct a training plan design

Two of phases of proactive training needs are :

• Gather information

• List of training course

• Interview stakeholders

• Analyze information

When we know little about the topic or area and training is about something complicated, the best of survey method to use :

• Observation

• Focus Group Discussion

• Interview

• Questionnaire