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1. The lecture involves the trainer
A) facilitating self-directed learning activities.
B) is a low-cost way of transmitting a large amount of information to a large group.
C) is expensive, but is a method that is particularly popular among trainees.
D) is perhaps the least used training method today.
2. The lecture method
A) emphasizes trainee involvement and feedback.
B) has the advantage of being highly conducive to the transfer of learning via identical elements theory.
C) can be supplemented with other techniques to make it more sensory appealing and to address different learning styles more.
D) is best for team training that calls for small group learning.
3. The use of video in training
A) allow trainer to review, slow down, or speed up the lesson, which allows flexibility
B) is expensive and relatively inflexible.
C) often does not achieve the intended objectives.
D) suffers from the problems of inconsistency and lack of appeal to the trainees.
4. Which of the following is not an advantage of on-the-job training?
A) any organizational member can be the trainer without preparation
B) the training is inexpensive
C) transfer is less difficult
D) the training is practical
E) it is relatively easy to use this method
5. On-the-job training
A) is best when it occurs naturally and is not structured.
B) is an expensive, time-consuming method of training.
C) has the advantage of utilizing expertise that exists among managers and peers
D) requires no preparation on the part of managers or peers who will conduct the training.
6. Self-directed learning
A) has the advantage of being self-paced, but it is inconvenient to shift workers and can be more costly than other methods.
B) requires that the learner take responsibility for his/her own learning and he/she sets the pace.
C) makes the role of the trainer completely obsolete.
D) does not account for different learning styles and paces.
7. To qualify as a registered apprenticeship program under state and federal guidelines the number of hours of classroom instruction required is at least
8. Apprenticeship requires _
hours of on-the-job experience annually
9. An apprenticeship
A) is an approach to learning a trade or craft that allows learners a work-study opportunity for pay.
B) typically includes a guaranteed job at the completion of the apprenticeship.
C) are used more in the United States than any other country.
D) results in individuals learning a wide range of skills that can be applied to a number of jobs.
10. Machine simulators, as a training technique,
A) cannot enable trainees to safely learn new skills.
B) are more costly than many other training methods.
C) are used largely for developing soft skills.
D) are best for knowledge learning objectives.
11. A case study is a scenario describing a company
A) requiring employees to analyze the actions described and to recommend alternatives.
B) for the purpose of developing manual skills.
C) for which the trainer prescribes an outcome.
D) that, as a training method, is costly and relatively passive.
12. Behavior modeling
A) is based on the principles of social learning theory.
B) is a nonexperiential method.
C) is consistent with the theory of dramatic action.
D) should not be used for “soft skills.”
13. For role play to be effective,
A) the roles must be played by trainers.
B) the objectives should be a mystery, so trainees can guess what they are through the role playing.
C) should conclude by allowing trainees to reach their own conclusions about what was learned.
D) it should be monitored during the activity to keep the focus on the objectives.
14. Behavior modeling
A) is a highly effective method for transmitting large amounts of factual information.
B) involves watching a model perform key behaviors followed by practice opportunities.
C) needs little or no setup, just trainees watching other employee work.
D) is unique among the training methods in that it does not need to incorporate practice to be effective.
15. Outdoor training or adventure learning
A) is an inexpensive training method.
B) can be personally exhilarating but, perhaps, dangerous.
C) is used to address highly concrete learning objectives and always results in easily measurable outcomes.
D) prepares people for dangerous, outdoor occupations.
16. The components of team learning are
A) knowledge, attitude, and behavior.
B) skills, abilities, and beliefs.
C) summative, formative, evaluative.
D) proactive, reactive, reflective.
17 The type of training that instructs the team in how to share information and decision making responsibilities to maximize team performance is called
A) team leader training
B) cross training
C) team training
D) coordination training
18. When team members understand and practice each other's skills, that is called
A) team training
B) cross training
C) coordination training
D) adventure learning
19. Six Sigma is a quality standard with a goal of only
defects per million processes
20. Adventure learning
A) is a group building method, while on-the-job training is a hands-on approach to training.
B) is a hands-on approach, as is the lecture method of training
C) is a hands-on method of training with high transfer of training.
D) is a hands-on method of training with sometimes questionable transferability.
21. Presentation methods take the approach to learning that requires the learner to be a passive participant in the learning process.
22. Team teaching is when two or more trainers present different topics or alternative views of the same topic.
23. Instructor led classroom instruction is the most popular instructional method.
24. Audiovisual techniques include overheads, slides, and video.
25. Hands-on methods of training delivery require the trainee to be actively involved in the process of learning.
26. OJT is a variation of the lecture method.
27. Apprenticeships involve both classroom learning experiences to learn how and why a task is performed as well as on-the-job training to practice what is learned in the classroom.
28. Apprenticeships usually result in full-time employment for trainees when the program is completed.
29. Simulators replicate the physical equipment that employees use on the job.
30. A case study is a description about how employees or an organization deals with a difficult situation.
31. Business games require trainees to gather information, analyze it, and make decisions.
32. Application planning involves preparing trainees to use the key behaviors on the job.
33. Adventure learning focuses on the development of teamwork and leadership skills through structured outdoor activities.
34. Team training involves knowledge, attitudinal and behavioral components.
35. Coordination training involves teaching various teams how to coordinate their functions.
36. Coordination training refers to training that the CEO receives.
37. Action learning gives teams or work groups an actual problem, and then have them work on solving it, and committing to an action plan.
38. Six Sigma and black belt training involves apprenticeship training.
39. What are several variations of the lecture method?
Standard lecture involves the trainer talking while trainees listen and absorb information. Team teaching involves two or more trainers presenting different topics or alternative views of the same topic. Guest speakers are when a speaker visits the session for a predetermined time period. Panles have two or more speakers who present information and ask questions. Student presentations have groups of trainees that present topics to the class.
40. Your boss says she wants to start utilizing on-the-job training and she asks you what needs to be incorporated and/or considered. How would you respond?
First, consider the type of trainees. OJT is best for training newly hired employees or upgrading experienced employees' skills when new technology is introduced. If one of these scenarios are not present, suggest a different method based on the audience that will be receiving the training.
41. Now suppose your boss asks you about putting together a self-directed learning initiative. She asks you, “What are the steps that are involved in putting self-directed learning in place?” How would you respond?
Advise her that there are several steps for effective self-directed learning: 1) Conduct a job analysis to identify the tasks that must be covered; 2) Write trainee-centered learning objectives directly related to the tasks; 3) Develop the content for the learning package; 4) Break the content into smaller pieces; 5) Develop an evaluation package that includes evaluation of the trainer and evaluation of the self-directed learning package.
42. Five different steps were listed for the process of case development. List them.
1) Identify a problem or situation; 2) Gather information; 3) Prepare a story outline; 4) Decide on administrative issues; 5) Prepare case materials
43. Suppose your boss asks you to tell him what factors to consider in choosing a training method. What would you tell him?
44. Explain the advantages and disadvantages of the lecture method and self-directed learning.
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