Learning and Development

Question 1

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

Answer 1

Learning management system (LMS)

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

Question 2

Process of delivering educational or instructional programs to locations away from a classroom or site.

Answer 2

Distance learning

Process of delivering educational or instructional programs to locations away from a classroom or site.

Question 3

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.

Answer 3

Assessment centers

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.

Question 4

Actions and activities that individuals perform in order to give direction to their work lives.

Answer 4

Career planning

Actions and activities that individuals perform in order to give direction to their work lives.

Question 5

Organization characterized by a capability to adapt to changes in the environment.

Answer 5

Learning organization

Organization characterized by a capability to adapt to changes in the environment.

Question 6

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Answer 6

Career development

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Question 7

People who learn best through a hands-on approach; also called tactile learners.

Answer 7

Kinesthetic learners

People who learn best through a hands-on approach; also called tactile learners.

Question 8

Electronic media delivery of educational and training materials, processes, and programs.

Answer 8

E-learning

Electronic media delivery of educational and training materials, processes, and programs.

Question 9

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.

Answer 9

Dual career ladders

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.

Question 10

Learning/development programs offered initially in a controlled environment with a segment of the target audience.

Answer 10

Pilot programs

Learning/development programs offered initially in a controlled environment with a segment of the target audience.

Question 11

Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.

Answer 11

Leadership

Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.

Question 12

Relationship in which one person helps guide another’s development.

Answer 12

Mentoring

Relationship in which one person helps guide another’s development.

Question 13

People who learn best by relying on their sense of hearing.

Answer 13

Auditory learners

People who learn best by relying on their sense of hearing.

Question 14

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.

Answer 14

Developmental activities

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.

Question 15

Related to technical skills training; often a partnership between employers and unions.

Answer 15

Apprenticeship

Related to technical skills training; often a partnership between employers and unions.

Question 16

Process of increasing a job’s depth by adding responsibilities to the job.

Answer 16

Job enrichment

Process of increasing a job’s depth by adding responsibilities to the job.

Question 17

Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.

Answer 17

Training

Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.

Question 18

Process of broadening a job’s scope by adding different tasks to the job.

Answer 18

Job enlargement

Process of broadening a job’s scope by adding different tasks to the job.

Question 19

Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.

Answer 19

Career management

Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.

Question 20

Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time.

Answer 20

Webinar

Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time.

Question 21

Movement between different jobs.

Answer 21

Job rotation

Movement between different jobs.

Question 22

Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.

Answer 22

Leader development

Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.

Question 23

Process of delivering educational or instructional programs to locations away from a classroom or site.

Answer 23

Distance learning

Process of delivering educational or instructional programs to locations away from a classroom or site.

Question 24

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.

Answer 24

Situation judgment tests (SJTs)

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.

Question 25

Document that guides employees toward their goals for professional development and growth.

Answer 25

Individual development plan (IDP) Document that guides employees toward their goals for professional development and growth.

Question 26

Process of increasing a job's depth by adding responsibilities to the job.

Answer 26

Job enrichment Process of increasing a job's depth by adding responsibilities to the job.

Question 27

People who learn best by relying on their sense of sight.

Answer 27

Visual learners People who learn best by relying on their sense of sight.

Question 28

Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.

Answer 28

Coaching Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.

Question 29

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Answer 29

Career development Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Question 30

Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

Answer 30

ADDIE model Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

Question 31

Training provided to employees at the work site utilizing demonstration and performance of job tasks.

Answer 31

On-the-job training (OJT) Training provided to employees at the work site utilizing demonstration and performance of job tasks.

Question 32

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

Answer 32

Blended learning Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

Question 33

Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.

Answer 33

Transfer of learning Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.

Question 34

Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.

Answer 34

Organizational learning Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.

Question 35

HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill?

Answer 35

Hardship Test Hardship testing involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.

Question 36

an advantage of blended learning over only instructor-led training

Answer 36

Less expensive to deliver Blended learning has lower delivery costs than strategies that rely exclusively on face-to-face training. However, it generally takes more time to develop and coordinate all aspects of the program as a result of the use of multiple methods.

Question 37

primary purpose of conducting a training and development needs assessment

Answer 37

To align organizational effectiveness and development initiatives and corporate goals The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization's goals.

Question 38

70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. WHat does each number represent?

Answer 38

70-20-10 ratio: challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).

Question 39

How do career planning and career management differ?

Answer 39

Career planning identifies personal abilities and interests and focuses on the individual. Career management focuses on organizational staffing needs and focuses on the entire organization. The length of time or the type of position one has with the company is not relevant to either career planning or career management.

Question 40

Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels?

Answer 40

Task migration

Question 41

What assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development.

Answer 41

360-degree assessments

Question 42

difference between training and developmental activities

Answer 42

Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.