- Description
HRM 326T Wk 3 – Apply: Assignment
Complete the Week 3 Apply Assignment in MyEducator.
Only ________ percent of organizations with more than 1,000 employees use needs assessment before using a training program.
11
6
27
17
FEEDBACK
6 / 6 (100.0%)
Once the preliminary list of tasks is developed and confirmed, what is the next step in the task analysis process?
Determine the importance, frequency, and difficulty of each task
Develop a list of KSAOs needed for each task
Create another list that ranks the tasks from most crucial to least
Develop a portion of the training that focuses on each task
FEEDBACK
6 / 6 (100.0%)
When it comes to training programs, when employees do not _______, there is no ________, which means there is no impact for the training program on organizational effectiveness.
Learn; transfer
Participate; learning
Benefit; change
Attend; training
FEEDBACK
6 / 6 (100.0%)
Which of the following is NOT a method of needs assessment?
Questionnaires
Online technology
Focus groups
Benchmarking
FEEDBACK
6 / 6 (100.0%)
What is the first step in developing a top-notch training program?
Have a need for improvement
Conduct an organization analysis
Understand how people learn
Conduct a needs assessment
FEEDBACK
6 / 6 (100.0%)
All of the following reasons explain why needs analysis is not conducted EXCEPT ________.
Isn’t always necessary to conduct effective training
Consume time and resources
Difficult to summarize findings into objective data
Training fads and demands from senior management sometime dominate
FEEDBACK
6 / 6 (100.0%)
The more ________ the scope of needs assessment is, the more valid it is going to be.
Broad
In depth
Focused
Narrow
FEEDBACK
6 / 6 (100.0%)
What is the core desire of any training program?
Improve current results
Alter work behavior
Accomplish organizational goals
Develop better performing employees
FEEDBACK
6 / 6 (100.0%)
Behavior that is reinforced tends to be ________.
Inadequate
Accelerated
Repeated
Remembered
FEEDBACK
6 / 6 (100.0%)
Unlike the dependency of children, adults have formed a self-concept and a psychological need to be self-directing, therefore the role of the teacher is to ________.
Provide real-world experiences for the trainees to gain hands-on experience
Coach the trainees along the process of learning
Participate with the learner in a process of mutual inquiry
Teach by example, then have the trainees demonstrate
FEEDBACK
6 / 6 (100.0%)
Transfer of learned material back to the job happens best when the training conditions are ________ to those at the worksite.
Easier
Harder
Similar
Identical
FEEDBACK
6 / 6 (100.0%)
What is the key question to ask in the design of a training program?
What should the trainee be able to do upon completion of the program?
What is the application of this training?
What employee behaviors do we want to alter?
How is this training going to increase revenue?
FEEDBACK
6 / 6 (100.0%)
Which of the following is NOT a principle for the design of training for adult learners?
Enter the training with a problem-centered approach to learning and seek immediate application
Training needs to be behaviorally based, focused on ways of Gestalt learning
Need to be self-directed in their learning
Need to know the “why”
FEEDBACK
6 / 6 (100.0%)
Which of the following are the dominant learning approaches of a diverger?
I: Abstract conceptualization
II: Concrete experience
III: Reflective observation
IV: Active experimentation
II and IV
I and III
II and III
III and IV
FEEDBACK
6 / 6 (100.0%)
Since the training should stretch the attendees, but still be reasonable, the learning objective should be ________.
Timely and measurable
Attainable and realistic
Realistic and timely
Specific and attainable
FEEDBACK
6 / 6 (100.0%