Professional Documents
Culture Documents
1. _____ involves development programs, courses, and events that are developed and organized by the
company.
A. Tacit knowledge
B. Formal training
C. Transfer of trainings
D. Implicit learning
E. On-the-job knowledge
A. experiential knowledge
B. tacit knowledge
C. informal training tools
D. explicit knowledge
E. on-the-job learning
4. Which of the following is true of informal learning?
7. Which of the following is the first stage in the training design process?
A. needs assessment
B. employees' readiness assessment
C. learning environment development
D. transfer of training
E. selecting training methods
9. Which of the following stages in the training design process involves self-management strategies and
peer and manager support?
10. Which type of analysis is usually conducted first when performing a needs assessment in a training
process?
A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis
E. Market analysis
11. _____ analysis involves determining the business appropriateness of training, given the company's
business strategy.
A. Person
B. Organizational
C. Task
D. Information
E. Market
12. _____ analysis involves identifying who needs training and determining employees' readiness for
training.
A. Person
B. Cost
C. Task
D. Information
E. Strategic
13. Which of the following involves determining whether performance deficiencies result from a lack of
knowledge, skill, or ability?
A. Person
B. Cost
C. Task
D. Information
E. Strategic
14. _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be
emphasized in training.
A. Person analysis
B. Cost analysis
C. Task analysis
D. Information analysis
E. Strategic analysis
15. In the training process, _____ analysis involves identifying the conditions such as equipment,
environment, and time constraints.
A. person
B. team
C. task
D. output
E. market
16. If a training program focuses primarily on ensuring that employees have product or service
knowledge, it is taking the strategic initiative to _____.
17. Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing insights
and information from knowledgeable employees. Through this program, Phil is taking the strategic
initiative to _____.
A. It involves determining the cause for performance deficiencylack of skill or a training issue.
B. It involves identifying who requires training.
C. It involves determining employees' readiness for training.
D. It involves determining the business appropriateness of training.
E. It involves identifying the knowledge and skills required for the job.
A. task
B. position
C. role
D. job specification
E. job evaluation
23. In the context of factors that influence motivation to learn, when an organization seeks to convince
employees that they can successfully learn the content of the training program, it is primarily focusing
on improving:
25. If an organization wants to improve the work environment factor that influences the motivation to
learn, it is likely to focus on:
26. To enhance the employee conscientiousness factor that influences the motivation to learn, an
organization should:
27. Which of the following factors that influence motivation deals with the employee's tendency to be
reliable, hardworking, self-disciplined, and persistent?
A. Conscientiousness
B. Basic skills
C. Benefits of training
D. Awareness of training needs
E. Goal orientation
28. _____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.
A. Information absorption
B. Transfer of training
C. Cognitive adoption
D. Hands-on learning
E. Learning management
29. Concept maps showing relationship among ideas and visual images are tools that can be best used:
A. instructional design
B. program presentation
C. transfer of training
D. training program evaluation
E. conditions for learning
33. Which of the following refers to computer applications that can be used to provide skills training and
expert advice?
A. This method of training has lost popularity due to new technologies such as interactive video
instructions.
B. Traditional classroom instruction is one of the most expensive methods of training.
C. This is one of the least time consuming ways to present information.
D. The more passive the trainees are in absorbing the instruction, the more they can use the
information on the job.
E. Computer-based instructions have made instructor-led classroom instructions obsolete.
A. Internship
B. Apprenticeship
C. Hands-on
D. Audiovisual training
E. Simulation
40. _____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing
with interpersonal issues.
A. Presentation method
B. Classroom method
C. Distance learning method
D. Hands-on method
E. Audiovisual training
41. A work-study training method that uses both on-the-job training and classroom training is called
_____.
A. apprenticeship
B. case-study learning
C. virtual-reality training
D. internship
E. hands-on training
A. technical
B. interpersonal
C. conceptual
D. quality assessment
E. performance
45. While evaluating training programs, return on investment can be used to measure _____.
A. acquisition of knowledge
B. company payoffs
C. economic value of training
D. reaction to program
E. employees' skills
46. While evaluating training programs, acquisition of knowledge is measured using _____.
A. work samples
B. observation
C. interviews
D. attitude surveys
E. focus groups
47. While evaluating training programs, affective outcomes are most appropriate for measuring _____.
A. acquisition of knowledge
B. behavior skills
C. company payoffs
D. motivation
E. economic value of training
A. Cognitive
B. Skill-based
C. Affective
D. Results
E. Return on investment
49. As a manager, John wants to find out the impact of his company's behavior-modeling training
program on his employees' communications skills. The _____ evaluation design is necessary for this
purpose.
A. pretest/posttest
B. time series
C. pretest/posttest comparison group
D. pretest only with comparison group
E. posttest only
50. The _____ evaluation design is necessary if a manager wants to equate the effect of two training
programs.
A. pretest only
B. pretest/posttest
C. pretest/posttest with comparison group
D. pretest only with comparison group
E. posttest only
51. Which of the following is the first step in a return on investment (ROI) analysis?
52. Which of the following is the last step in a return on investment (ROI) analysis?
54. An individual who works in a country other than his or her country of origin is called a(n) _____.
56. In which of the following phases do employees receive language training and an orientation to the
new country's culture and customs?
A. On-site phase
B. Predeparture phase
C. Postdeparture phase
D. Repatriation phase
E. Offshore phase
57. Pairing up expatriates and their family with an employee from the host country is likely to occur in the
_____.
A. predeparture phase
B. onshore phase
C. on-site phase
D. repatriation phase
E. returning-home phase
60. As a component of effective managing diversity programs, _____ includes diversity as part of the
business strategy and corporate goals.
61. Implementing an alternative dispute resolution process is part of the _____ component in an effective
managing diversity program.
62. Establishing a mentoring process is part of the _____ component in an effective managing diversity
program.
A. clarification
B. compliance
C. compensation
D. connection
E. culture
A. clarification
B. compliance
C. clearance
D. connection
E. culture