CHAPTER 8: DESIGNING AND EVALUATING TRAINING SYSTEMS

Question 1

A planned effort by an organization to facilitate the learning of job-related behavior on the part of its employees.

Answer 1

Training

Question 2

“systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance

Answer 2

Training

Question 3

The process of determining the training needs of an organization.

the first step in developing an employee training system

Answer 3

Needs analysis

Question 4

The process of determining the organizational factors that will either facilitate or inhibit training effectiveness.

Answer 4

Organizational analysis

Question 5

use the job analysis methods discussed in Chapter 2 to identify the tasks performed by each employee, the conditions under which these tasks are performed, and the competencies (knowledge, skills, abilities) needed to perform the tasks under the identified conditions

Answer 5

Task Analysis

Question 6

The process of identifying the employees who need training and determining the areas in which each individual employee needs to be trained.

Answer 6

Person analysis

Question 7

A rating representing some aspect of an employee’s work performance.

Answer 7

Performance appraisal score

Question 8

Questionnaires asking employees about the areas in which they feel they need training.

Answer 8

Surveys

Question 9

A test that measures an employee’s level of some jobrelated skill.

Answer 9

Skill test

Question 10

A test that measures the level of an employee’s knowledge about a job related topic.

Answer 10

Knowledge test

Question 11

Once the needs analyses have been conducted, the next step in developing a training program is to

Answer 11

establish the goals and objectives for the training.

Question 12

Once goals and objectives have been established, the next step in developing a training program is to

Answer 12

choose the training method

Question 13

Classroom Setting Training Methods

Answer 13

Lecture
CAse Study
Simulation
Role play
Behavior modeling
Video/DVD

Question 14

Distance Learning training Methods

Answer 14

Printed MAterials
Video/DVD
Interactive Videos
Podcast
Webinar
Webcast

Question 15

On-the-Job Learning

Answer 15

Modeling
Job Rotation
Apprentice Training
Coachng
Mentoring
Performance Appraisal

Question 16

A training technique in which employees, usually in a group, are presented with a real or hypothetical workplace problem and are asked to propose the best solution.

Answer 16

Case study

Question 17

A case study based on a real situation rather than a hypothetical one.

Answer 17

Living case

Question 18

An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.

Answer 18

Simulation

Question 19

A training technique in which employees act out simulated roles.

allows the trainee to perform necessary interpersonal skills by acting out simulated roles

Answer 19

Role play

Question 20

A training technique in which employees observe correct behavior, practice that behavior, and then receive feedback about their performance.

Answer 20

Behavior modeling

Question 21

Concentrating learning into a short period of time.

Answer 21

Massed practice

Question 22

Distance learning programs in which employees can complete the training at their own pace and at a time of their choosing.

Answer 22

Asynchronous technologies

Question 23

Distance learning programs that require employees to complete the training at the same time and at the same pace although they may be in different physical locations.

Answer 23

Synchronous technologies

Question 24

A training technique in which an employee is presented with a videotaped situation and is asked to respond to the situation and then receives feedback based on the response.

Answer 24

Interactive video

Question 25

A training method in which employees learn information at their own pace.

Answer 25

Programmed instruction

Question 26

Short for “web seminar,” an interactive training method in which training is transmitted over the Internet.

Answer 26

Webinar

Question 27

A noninteractive training method in which the trainer transmits training information over the Internet.

Answer 27

Webcast

Question 28

A website in which the host regularly posts commentaries on a topic that readers can respond to.

Answer 28

Blog

Question 29

A collection of web pages in which users can create web pages on a topic and readers can freely edit those pages.

Answer 29

Wiki

Question 30

A program that automatically distributes e-mail messages to a group of people who have a common interest.

Answer 30

Listserv

Question 31

Learning through watching and imitating the behavior of others.

Answer 31

Modeling

Question 32

A system in which employees are given the opportunity to perform several different jobs in an organization.

Answer 32

Job rotation

Question 33

Teaching employees how to perform tasks traditionally performed by other employees.

Answer 33

Cross-training

Question 34

A training program, usually found in the craft and building trades, in which employees combine formal coursework with formal on-the-job training.

Answer 34

Apprentice training

Question 35

A formal method of coaching in which excellent employees spend a period of time in the training department learning training techniques and training employees.

Answer 35

Pass-through programs

Question 36

An experienced employee who advises and looks out for a new employee.

Answer 36

Mentor

Question 37

Compensating an employee who participates in a training program designed to increase a particular job-related skill.

Answer 37

Skill-based pay

Question 38

Providing employees with specific information about how well they are performing a task or series of tasks.

Answer 38

Feedback

Question 39

Telling employees what they are doing incorrectly in order to improve their performance of a task.

Answer 39

Negative feedback

Question 40

The extent to which behavior learned in training will be performed on the job.

Answer 40

Transfer of training

Question 41

Practicing a task even after it has been mastered in order to retain learning.

Answer 41

Overlearning

Question 42

A measure of job performance or knowledge taken before the implementation of a training program.

Answer 42

Pretest

Question 43

A measure of job performance or knowledge taken after a training program has been completed.

Answer 43

Posttest

Question 44

An extensive method of evaluating the effectiveness of training with the use of pretests, posttests, and control groups.

With this design, one group will undergo training but will not take the pretest, a second group will undergo training but will take the pretest, a third group will not undergo training but will take the pretest, and a fourth group will neither undergo training nor take the pretest.

Answer 44

Solomon four-groups design

Question 45

A method of evaluating training in which employees are asked their opinions of a training program.

Answer 45

Employee reactions

Question 46

Evaluating the effectiveness of a training program by measuring how much employees learned from it.

Answer 46

Employee learning

Question 47

Measurement of the effectiveness of training by determining the extent to which employees apply the material taught in a training program.

Answer 47

Application of training

Question 48

A method of evaluating the effectiveness of training by determining whether the goals of the training were met.

Answer 48

Business impact

Question 49

The amount of money an organization makes after subtracting the cost of training or other interventions.

Answer 49

Return on investment (ROI)