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:

identify that the sales representatives need technical training.

ensure that sales representatives do not feel undervalued.

identify senior product engineers to train the sales representatives.

chart the methods that should be used to train the sales representatives.

announce the objectives of the training program.

Which step of the instructional design process is an organization in control of the least?

Ensuring readiness for training

Implementing a training program

Evaluating the results of training

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 become too much for HR staff to handle. Which of the following applications should the HR department use to help with employee training?

A customer relationship management system

A management information system

An executive decision-making system

Which of the following best describes a learning management system?

A software application that automates the administration, development, and delivery of training programs

A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization

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

A process for determining the appropriateness of training by evaluating the characteristics of the organization

The process of determining individuals' needs and readiness for training

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?

Crimson, an application that automates the process of administering and delivering training to Max and Brown's employees

Performa, an application used by the HR department to evaluate job performance

Recruit Plus, an application used by the HR department to administer tests to candidates attending interviews at Max and Brown

K-Rating, a metric used to evaluate the effectiveness of training programs

E-Valuate, a psychometric assessment that evaluates the readiness of employees to learn new skills

Which of the following best describes needs assessment?

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

It is a process that evaluates the monetary needs of employees that can motivate them to undertake a training program.

It is an application that automates the administration and delivery of a company's training program.

It is the process to determine employees' characteristics to ensure their readiness for training.

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?

Mario was unaware that the overripe brie could have been substituted with camembert, another type of cheese.

Mario contemplated resigning because of his mistake, but Jason did not want to let go of his experienced pastry chef.

Mario had ill feelings toward Jason because of a recent personal altercation.

Mario is only one of two pastry chefs working at the restaurant.

Mario was overworked and underestimated the overall effect that the overripe brie would have on the dessert.

Organization analysis looks at training needs in light of the:

management's support for training activities.

readiness of employees for training.

employee's strategy toward achieving organizational goals.

monetary incentives the management has promised its employees.

severance package deal for a particular batch of employees.

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?

C. Employees are unproductive because of an unhealthy work environment and insufficient pay.

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.

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.

Person analysis is a process for determining individuals' needs and readiness for training. It involves answering several questions including whether employees are ready for training.

Are employees ready for training?

What are the tasks that require more training?

How will the training be carried out?

Does the organization have the infrastructure to support training?

Are there any impediments to implementing a training program?

Identify the primary variable(s) in a person analysis that can be affected by training.

The employee's ability and skills

Positive consequences to motivate good performance

The employee's motivation and attitudes

Which of the following is a characteristic of task analysis?

It is usually conducted along with person analysis.

It does not require knowledge of the work environment.

It is independent of time constraints or deadlines.

It results in an assessment of employees' readiness for training.

It helps in determining individuals' needs for training.

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?

Employees of the firm's production department lack clarity in decisions regarding minimum quality levels for manufacturing pesticides.

Machinery and other production equipment in the firm's plant pose a hazard to employees operating them.

Goals of the firm are more focused on the specific needs of a narrow market segment.

Employees of the firm find it difficult to cope with day-to-day deadlines imposed by the firm.

Training programs offered by the firm lack specific goals and methods for measuring their success.

Cognitive ability is defined as the ability of a person to:

use written and spoken language, solve math problems, and use logic to solve problems.

collect information, organize it, and share it with one's team members.

understand the skills of one's team members.

climb walls, complete rope courses, climb ladders, or make trust falls.

express positive attitudes toward an organization's training programs.

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?

Miguel's argument is correct because an organization can encourage training only when it has the means to provide training.

Meryl's argument is correct because situational constraints depend on the conditions within an organization, unlike social support.

Miguel's argument is correct because social support does not depend on material factors.

Meryl's argument is correct because training programs without situational constraints run smoothly even without social support.

Meryl's argument is correct because situational constraints, unlike social support, directly impact training programs.

Chapter 07 Training Employees - True / False Questions

Authored by dead me

English

Professional Development

Chapter 07 Training Employees - True / False Questions

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MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

The last step in the instructional design process involves choosing a training method.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Instructional design logically should begin with needs assessment.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

According to the person analysis method, performance feedback is the only variable that can be affected by training.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Task analysis determines whether employees are ready to undergo training.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Readiness for training is a combination of employee characteristics and positive work environment that permit training.

True

False

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

Learning Objective: 07-03 Explain how to assess employees' readiness for training. Topic: Readiness for Training Social support refers to the ways an organization's people encourage training.

True

False

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Chapter 07 Training Employees - True / False Questions

Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

The last step in the instructional design process involves choosing a training method.

Instructional design logically should begin with needs assessment.

According to the person analysis method, performance feedback is the only variable that can be affected by training.

Task analysis determines whether employees are ready to undergo training.

Readiness for training is a combination of employee characteristics and positive work environment that permit training.

Learning Objective: 07-03 Explain how to assess employees' readiness for training. Topic: Readiness for Training Social support refers to the ways an organization's people encourage training.

Learning Objective: 07-03 Explain how to assess employees' readiness for training. Topic: Readiness for Training Effective training objectives include performance standards that are measurable.

Putting together a request for proposal for a training program is a quick process.

Presentation methods are preferred over hands-on training methods in helping trainees handle interpersonal issues.

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