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Frage 1
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What is the first step in developing an effective training program?
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set objectives
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conduct training needs assessment
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evaluate training
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design training
Frage 2
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What is the last step in developing an effective training program?
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design training
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set objectives
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evaluate training
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deliver training
Frage 3
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According to Goldstein a needs assessment should focus on all of the following levels EXCEPT:
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organization
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job
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person
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industry
Frage 4
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Trainee characteristics, training design, and the work environment can all affect learning and:
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training evaluation
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transfer of training
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the delivery of training
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the organization level needs
Frage 5
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What design factor for the transfer of training teaches employees why something is done well as how it should be done?
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identical elements
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feedback
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automaticity
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general principles
Frage 6
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____________ is an important concept of learning that allows trainees to determine how well they are learning the material.
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identical elements
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feedback
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automaticity
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general principles
Frage 7
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What type of training session is relatively short, spread out over time and more effective in the long term
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random training
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spaced training
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part training
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whole training
Frage 8
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What sequencing of training is best used when components do not need to be taught separately?
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pre-test/post-test
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whole training
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part training
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overlearning
Frage 9
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In this training method, specialized equipment or materials are used to portray a task situation
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on-the-job training
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modeling
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audiovisual instruction
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simulation
Frage 10
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If an employee who just started as a restaurant cook was learning by cooking the food, this would clearly be an example of which type of training?
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On the job training
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simulation
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auto instruction
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lecture
Frage 11
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You are training truck drivers and want to incorporate identical elements into your training. Which method would you use?
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auto instruction
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simulation
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E-learning
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conference
Frage 12
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_____________ is most likely for higher level positions when the incumbent has significant performance deficiencies and the cost of finding a replacement is high.
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on the job training
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executive coaching
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modeling
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mentoring
Frage 13
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What is the final type of criterion in a training program that deals with whether the training had its intended effects?
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learning criteria
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behavior criteria
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results criteria
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reactions criteria
Frage 14
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What type of criteria would measure the skills and knowledge learning in training?
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learning criteria
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behavior criteria
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results criteria
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reactions criteria
Frage 15
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Which design assesses trainees before and after training?
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control group
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pretest-post-test
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experimental
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post-test
Frage 16
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Which of the following is NOT a design factor listed in the textbook to enhance transfer of training?
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general principles
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feedback
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blended learning
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overlearning
Frage 17
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What is a group design that compares trainees with a group of employees who have not received training
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control group
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experimental
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modeling
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simulation
Frage 18
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What is a formal training program used for jobs that take years to fully train an employee?
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modeling
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mentoring
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apprenticeship
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on the job training
Frage 19
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_________________ refers to how much the trainees liked the training and how much they believed they got out of it.
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results criteria
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reactions criteria
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learning criteria
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performance criteria
Frage 20
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What are standards used for comparison that allows you to determine if training has been effective?
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criteria
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evaluation
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results
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reactions
Frage 21
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What is the structure of a study?
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criteria
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design
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needs assessment
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goal setting
Frage 22
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What criteria is concerned with what people are able to do at the end of training?
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performance
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training
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learning
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results
Frage 23
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What criteria is concerned with what the person's performance is on the job?
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training
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performance
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learning
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behavior
Frage 24
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What is the criteria that refers to what a person learned in training, which is frequently done in college exams?
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learning
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performance
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behavior
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evaluation
Frage 25
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The development of a new training program should always include a ______________ component.
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performance
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learning
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evaluation
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experiment
Frage 26
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_______________ criteria concern the trainee's behavior on the job that might have been due to training.
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behavior
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learning
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performance
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reactions
Frage 27
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________________ criteria deals with whether the training had its intended effect. This is the bottom line for effectiveness of a training program.
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results
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reactions
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evaluation
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training
Frage 28
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What is it called when trainees watch someone perform a task and then reenact what they have seen?
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modeling
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mentoring
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role play
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blended learning
Frage 29
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A ____________________ is a type of simulation in which the trainee pretends to be doing a tak
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role play
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modeling
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mentoring
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on the job training
Frage 30
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When multiple methods are combined, ___________________ can be produced.
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blended learning
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modeling
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role play
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E-learning
Frage 31
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_____________ is a special kind of work relationship between two employees in which the more experienced one offers career guidance, counseling, and emotional support and serves as a role model, to the less experienced one.
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mentoring
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modeling
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role play
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blended learning
Frage 32
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_______________ is concerned with the person's performance on the job than in the training setting.
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behavior criteria
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results criteria
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performance level criteria
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reactions criteria
Frage 33
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_________________ means that the responses in the training situation are identical to those in the job situation.
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identical elements
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automaticity
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overlearning
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general principles
Frage 34
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______________ refers to giving the trainee practice beyond what is necessary to reach a criterion for success in training.
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overlearning
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part training
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whole training
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massed training
Frage 35
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_________________ means that trainees can perform tasks smoothly without having to mentally monitor or pay attention to how they are performing.
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overlearning
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automaticity
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identical elements
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part learning
Frage 36
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_____________ training refers to breaking a task into components that are learned one at a time. _______________ training occurs when the same entire task is taught at one time rather than breaking it into individual components.
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massed, spaced
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spaced, massed
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whole, part
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part, whole
Frage 37
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A training session that is long in duration and takes place over a relatively short period of time is called?
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massed
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spaced
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whole
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part
Frage 38
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What is a training session called that is relatively short and spread out overtime?
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whole
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spaced
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massed
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part
Frage 39
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______________ is the use of electronic tools to provide training
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E-learning
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Auto
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Lecture
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Programmed
Frage 40
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______________ instruction divides the material to be covered into a series of individual chunks or frames. It's a form of auto instruction.
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Audio visual
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Programmed
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Lecture
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E-learning
Frage 41
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A(n) ____________________ is conducted to determine which employees need training and what the content of their training should be.
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Needs assessment
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Content assessment
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Training assessment
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Behavioral assessment
Frage 42
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A _______________ needs assessment is concerned with the nature of the tasks involved in each job.
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job level
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performance level
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person level
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organizational
Frage 43
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______________ resources are wasted if a needs assessment is not done.
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organizational
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training
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design
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measuring
Frage 44
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Most organizational training is conducted with the expectation that employees will apply what they have learned on the job. This is called __________________.
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Transfer of training
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E-learning
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simulation
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auto instruction
Frage 45
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The __________________ level is concerned with the objectives of the organization and how they are addressed by the performance of employees
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organizational
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job
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person
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industry
Frage 46
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This level is concerned with how well job applicants or present employees are able to do job tasks.
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person
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organization
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job
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industry
Frage 47
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Without some form of _______________, it is doubtful that learning can occur
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E-learning
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Feedback
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Training
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Automaticity
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