Description
Employee Training & Development 8Th Edition by Raymond Noe- Test Bank
Sample Questions
Instant Download With Answers
Employee Training and Development, 8e (Noe)
Chapter 2 Strategic Training
1) Which of the following is true about a learning organization?
- A) A learning organization primarily encourages team learning.
- B) The notion of the learning organization came into being in the early 2000’s.
- C) In a learning organization, employees learn from failure and from successes.
- D) In a learning organization, most learning occurs through formal training.
Answer: C
Difficulty: 2 Medium
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
2) The strategic training and development process begins with ________.
- A) choosing strategic training and development initiatives
- B) identifying the business strategy
- C) developing websites for knowledge sharing
- D) identifying measures or metrics
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
3) The final step of the strategic training and development process involves ________.
- A) choosing strategic training and development initiatives
- B) identifying the business strategy
- C) identifying measures or metrics
- D) creating concrete training and development activities
Answer: C
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
4) Which of the following is not a step in the strategic training and development process?
- A) determining strategic initiatives based on business strategy
- B) translating initiatives into concreate learning activities
- C) facilitating strategic training
- D) identifying metrics to determine whether training has contributed to goals related to the business strategy
- E) none of the above-each is a step
Answer: C
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
5) ________ typically includes information on the customers served, why the company exists, what the company does, the value received by the customers, and the technology used.
- A) Balanced scorecard
- B) Vision
- C) Mission
- D) Code of conduct
Answer: C
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
6) Paycor’s redesign of its training from face-to-face to blended learning was provided as an example of which of the following strategic training initiatives?
- A) diversify the learning portfolio
- B) capture and share knowledge
- C) expand who is trained
- D) accelerate the pace of learning
Answer: D
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
7) Shaw Industries annually providing more than one million training hours to different constituents-employees, including machinists, marketers, scientists, sales representatives, designers, data scientists, nurses, and administrators-was provided an example of which of the following strategic training initiatives?
- A) expand who is trained
- B) capture and share knowledge
- C) diversify the learning portfolio
- D) accelerate the pace of learning
Answer: A
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
8) Which of the following is not one of the four major components of the balanced scorecard?
- A) customers
- B) internal business processes
- C) sustainability
- D) financial
Answer: C
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
9) A SWOT analysis is typically conducted in the ________ step of the strategic training and development process.
- A) business strategy formulation and identification
- B) strategic training and development initiatives
- C) training and development activities
- D) measures or metrics identification
Answer: A
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
10) ________ involves examining a company’s operating environment to identify opportunities and threats.
- A) Internal analysis
- B) Gap analysis
- C) External analysis
- D) Pareto analysis
Answer: C
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
11) Which of the following is true with regard to SWOT analysis?
- A) In a SWOT analysis, external analysis attempts to identify the company’s strengths and weaknesses.
- B) A SWOT analysis represents the strategy believed to be the best alternative to achieve the company goals.
- C) A SWOT analysis is typically conducted in the strategic training and development initiatives step of the strategic training and development process.
- D) A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice.
Answer: D
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
12) Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as ________.
- A) values
- B) goals
- C) business strategies
- D) metrics
Answer: D
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
13) The ________ considers four different perspectives: customer, internal, innovation and learning, and financial.
- A) SWOT analysis
- B) value chain analysis
- C) BCG matrix
- D) balanced scorecard
Answer: D
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
14) ________ refers to the company’s decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses.
- A) Concentration strategy
- B) Staffing strategy
- C) External growth strategy
- D) Disinvestment strategy
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
15) Which of the following is not one of the major business strategies discussed in the text?
- A) internal growth
- B) external growth
- C) divestment
- D) product differentiation
Answer: D
Difficulty: 2 Medium
Learning Objective: 02-04 Explain the training needs created by concentration, internal growth, external growth, and disinvestment business strategies.
Accessibility: Keyboard Navigation
Gradable: automatic
16) Companies that emphasize innovation and creativity are labeled as ________.
- A) clubs
- B) academies
- C) fortresses
- D) baseball teams
Answer: D
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
17) In ________, financial and other resources are not available for development, so companies tend to rely on hiring talent from the external labor market.
- A) clubs
- B) fortresses
- C) baseball teams
- D) academies
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
18) Uniqueness refers to
- A) employee potential to improve company effectiveness and efficiency.
- B) the extent to which training and learning is centralized in an organization.
- C) the extent to which employees are rare, specialized, and not highly available in the labor market.
- D) the picture of the future an organization wants to achieve.
Answer: C
Difficulty: 2 Medium
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
19) Job-based employees are characterized by
- A) high value and high uniqueness.
- B) high value and low uniqueness.
- C) low value and low uniqueness.
- D) low value and high uniqueness.
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
20) Which of the following positions is characterized by high value and low uniqueness?
- A) lab technician
- B) scientist
- C) secretarial staff
- D) legal adviser
Answer: A
Difficulty: 2 Medium
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
21) Companies adopting a ________ strategy need to train employees in job-search skills and focus on cross-training their remaining employees.
- A) concentration
- B) disinvestment
- C) external growth
- D) internal growth
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-04 Explain the training needs created by concentration, internal growth, external growth, and disinvestment business strategies.
Accessibility: Keyboard Navigation
Gradable: automatic
22) A(n) ________ strategy focuses on new market and product development, innovation, and joint ventures.
- A) disinvestment
- B) privatization
- C) external growth
- D) internal growth
Answer: D
Difficulty: 1 Easy
Learning Objective: 02-04 Explain the training needs created by concentration, internal growth, external growth, and disinvestment business strategies.
Accessibility: Keyboard Navigation
Gradable: automatic
23) Development of an organizational culture that values creative thinking and analysis is characteristic of a company adopting a(n) ________ strategy.
- A) concentration
- B) disinvestment
- C) internal growth
- D) external growth
Answer: C
Difficulty: 1 Easy
Learning Objective: 02-04 Explain the training needs created by concentration, internal growth, external growth, and disinvestment business strategies.
Accessibility: Keyboard Navigation
Gradable: automatic
24) Which of the following is true of centralized training?
- A) A centralized training function helps drive stronger alignment with business strategy.
- B) Training and development programs, resources, and professionals are housed in a number of different locations.
- C) A centralized training function hinders the development of a common set of metrics or scorecards.
- D) A centralized training function is largely ineffective during times of change.
Answer: A
Difficulty: 2 Medium
Learning Objective: 02-05 Discuss the advantages and disadvantages of centralizing the training function.
Accessibility: Keyboard Navigation
Gradable: automatic
25) Which of the following is not an advantage of centralized training?
- A) stronger alignment with business strategy
- B) streamlined processes
- C) integrated programs for managing talent and training during times of change
- D) the ability to respond quickly to client needs and provide high quality services
Answer: D
Difficulty: 2 Medium
Learning Objective: 02-05 Discuss the advantages and disadvantages of centralizing the training function.
Accessibility: Keyboard Navigation
Gradable: automatic
26) Which of the following is true of the business-embedded (BE) learning function?
- A) The BE function is customer-focused.
- B) A BE training function views trainees as marketers.
- C) A BE training function does not guarantee that training will improve performance.
- D) Training functions organized by the BE model do not involve line managers.
Answer: A
Difficulty: 2 Medium
Learning Objective: 02-07 Discuss the strengths of a business-embedded learning function.
Accessibility: Keyboard Navigation
Gradable: automatic
27) Kitty Merriweather, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Merriweather’s firm made it mandatory for all product managers to undergo training, she told her superior that she would be uncomfortable doing so. She added that she was certain of not being able to cope with the new developments. In this instance, Kitty is demonstrating
- A) indifference to change.
- B) uniqueness.
- C) resistance to change.
- D) loss of control.
Answer: C
Difficulty: 3 Hard
Learning Objective: 02-07 Discuss the strengths of a business-embedded learning function.
Accessibility: Keyboard Navigation
Gradable: automatic
28) Which of the following is not one of the major “change-related” problems that need to be addressed before the implementation of new training practices?
- A) resistance to change
- B) loss of control
- C) power imbalance
- D) training-business strategy incongruence
Answer: D
Difficulty: 1 Easy
Learning Objective: 02-07 Discuss the strengths of a business-embedded learning function.
Accessibility: Keyboard Navigation
Gradable: automatic
29) Which of the following is not one of the major reasons organizations outsource training?
- A) potential cost savings
- B) desire for greater control
- C) time savings
- D) desire to access best practices
Answer: B
Difficulty: 1 Easy
Learning Objective: 02-07 Discuss the strengths of a business-embedded learning function.
Accessibility: Keyboard Navigation
Gradable: automatic
30) Learning organizations emphasize that learning occurs not only at the individual employee level but also at the group and organizational levels.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
31) It has been estimated that about one-quarter of all companies have an extensive learning organization and that one-half possess at least some of the characteristics of a learning organization.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
32) In learning organizations, there is an understanding that failure provides important information.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
33) Tacit knowledge is easy to imitate.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
34) Explicit knowledge is thought to have a stronger impact on helping organizations achieve a competitive advantage than tacit knowledge.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
35) Companies need to support formal training because it is the best means to acquire tacit knowledge.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
36) The first step in the strategic training and development process is to identify metrics to determine if training will be successful.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
37) Internal analysis involves identifying opportunities and threats.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
38) Strategic training and development initiatives vary by company depending on a company’s industry, goals, resources, and capabilities.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
39) Emphasis on the creation of intellectual capital and the movement toward high-performance work systems using teams has resulted in employees performing many roles once reserved for management.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
40) From a strategic perspective, “diversify the learning portfolio” refers to providing strategic diversity training to enhance a company’s competitive advantage.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
41) In the context of strategic training, the balanced score card is often used to determine levels of organizational support to enhance transfer of training.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: automatic
42) Skill-based pay systems determine employees’ pay on what skills they are using for their current jobs rather than the number of skills they are competent in.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
43) The CEO of a company is responsible for setting a clear direction for learning.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
44) Line managers spend less time managing individual performance and developing employees than mid-level managers.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
45) In highly integrated businesses, training is likely to include rotating employees between jobs in different businesses.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
46) For companies in an unstable or recessionary business environment, training programs focus more on correcting skill deficiencies rather than preparing staff for new assignments.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
47) Companies that adopt state-of-the-art HRM practices realize higher levels of performance than firms that do not.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
48) Uniqueness refers to employee potential to improve company effectiveness and efficiency.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
49) Job-based employees are likely to receive less training than knowledge-based employees.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
50) Training for contract employees would focus on sharing expertise and team training.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
51) Companies should generally avoid involving unions in retraining and productivity-improvement efforts.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: automatic
52) A centralized training function not only hampers the streamlining of processes but also denies the company a cost advantage in purchasing training from vendors.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-05 Discuss the advantages and disadvantages of centralizing the training function.
Accessibility: Keyboard Navigation
Gradable: automatic
53) There is an increasing trend for the training function to be organized by a blend of the business-embedded (BE) learning function and centralized training.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 02-05 Discuss the advantages and disadvantages of centralizing the training function.
Accessibility: Keyboard Navigation
Gradable: automatic
54) Companies pursuing an external growth strategy typically focus on human capital issues to enhance efficiency.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 02-04 Explain the training needs created by concentration, internal growth, external growth, and disinvestment business strategies.
Accessibility: Keyboard Navigation
Gradable: automatic
55) When companies are trying to revitalize and redirect, earnings may be flat, and there are likely fewer incentives for participation in training programs.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
56) Business process reengineering refers to the outsourcing of any business process, such as HRM, training, or production.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
57) Outsourcing allows a company to focus better on its business strategy by saving cost and time.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 02-01 Discuss how business strategy influences the type and amount of training in a company.
Accessibility: Keyboard Navigation
Gradable: automatic
58) Compared to ten years ago, organizations are less focused now on creating a learning and training brand.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 02-08 Discuss how to create a learning or training brand and why it is important.
Accessibility: Keyboard Navigation
Gradable: automatic
59) Define balanced scorecard. What are the four perspectives it considers? Provide examples of metrics used to measure them.
Answer: The balanced scorecard is a means of performance measurement that provides managers with a chance to look at the overall company performance or the performance of departments or functions from the perspective of internal and external customers, employees, and shareholders. The four perspectives and examples of metrics used to measure them include:
- Customer (time, quality, performance, service, cost)
- Internal (processes that influence customer satisfaction)
- Innovation and learning (operating efficiency, employee satisfaction, continuous improvement)
- Financial (profitability, growth, shareholder value)
Difficulty: 2 Medium
Learning Objective: 02-02 Describe the strategic training and development process.
Accessibility: Keyboard Navigation
Gradable: manual
60) Describe the human capital requirements for fortresses, baseball teams, clubs, and academies.
Answer: Fortresses—companies with limited resources for training that tend to recruit from the outside
Baseball teams—companies that require innovation and creativity; recruit from other companies or new graduates with specialized skills
Clubs—companies in highly regulated industries that rely on developing their own talent
Academies—companies that require specialized skill and focus on developing their individual employees
Difficulty: 2 Medium
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: manual
61) Explain the business-embedded learning function.
Answer: The BE learning function is characterized by five competencies: strategic direction, product design, structural versatility, product delivery, and accountability for results. It views trainees, managers, and senior-level decision makers as customers of training.
The most noticeable feature of a BE learning function is its structure. In BE learning functions, all persons who are involved in the training process communicate and share resources. Trainers—who are responsible for developing training materials, delivering instruction, and supporting trainees—work together to ensure that learning occurs. Trainers not only have specialized competencies but also can serve as internal consultants by providing a range of services, such as needs assessment, content improvement, and the like.
Difficulty: 2 Medium
Learning Objective: 02-07 Discuss the strengths of a business-embedded learning function.
Accessibility: Keyboard Navigation
Gradable: manual
62) How does the strategic value of jobs and their uniqueness influence how training and learning resources are invested?
Answer: Uniqueness refers to the extent to which employees are rare, specialized, and not highly available in the labor market. Strategic value refers to employee potential to improve company effectiveness and efficiency. These dimensions can be crossed to characterize four types of employees:
Highly valued and unique employees are known as knowledge-based employees. Because knowledge-based employees possess valuable and unique skills, the company is expected to invest heavily in training and developing them, especially in developing skills specific to the company’s needs.
Highly valued employees who are not unique are known as job-based employees. Job-based employees are likely to receive less training than knowledge-based employees because although they create value for the firm, they are not unique. If they receive training, it would tend to focus on skills that they need to perform their jobs. Their development opportunities will be limited unless they have been identified as outstanding performers.
Employees with low value and uniqueness are known as contract employees. The training for contract workers likely would be limited to ensuring that they comply with company policies and legal or industry-based licensure and certification requirements.
Unique employees with low value are known as alliance/partnership employees. Because they are not full-time employees of the company but provide valued services, training for alliance/partnership employees tends to focus on encouraging them to share their knowledge and using team training and experiential exercises designed to develop their trust and relationships with job-based and knowledge-based employees.
Difficulty: 3 Hard
Learning Objective: 02-03 Discuss how a company’s staffing and human resource planning strategies influence training.
Accessibility: Keyboard Navigation
Gradable: manual
63) What are the advantages and disadvantages of a centralized training function?
Answer: Advantages – (1) ownership of training by one organization; (2) elimination of course and program variation and duplication; (3) stronger alignment with business strategy; (4) development of a common set of metrics or scorecards to measure and report rates of quality and delivery; (5) streamlined processes; (6) cost advantage in purchasing training from vendors and consultants because of the number of trainees who will be involved; and (7) integration of programs for developing leaders and managing talent with training during times of change.
The most significant disadvantage is that the training function may not be in touch with the unique needs of different constituents.
Difficulty: 2 Medium
Learning Objective: 02-05 Discuss the advantages and disadvantages of centralizing the training function.
Accessibility: Keyboard Navigation
Gradable: manual
64) Describe five strategies for marketing training to internal customers.
Answer:
- Involving the target audience in developing the training or learning effort
- Demonstrating how a training and development program can be used to solve specific business needs
- Showing an example of how training has been successfully used to solve specific business needs in the past
- Identifying a “champion” who actively supports training
- Listening and acting on feedback received from clients, managers, and employees
- Advertising on e-mail, on company websites, and in employee break areas
- Designating someone in the training function as an account representative who will interact between the training designer and the “customer”
vDetermining what financial metrics top-level executives are concerned with and showing how training will help improve these
- Speaking in terms that employees understand–avoid technical jargon
Difficulty: 2 Medium
Learning Objective: 02-09 Develop a marketing campaign for a training course or program.
Accessibility: Keyboard Navigation
Gradable: manual
Employee Training and Development, 8e (Noe)
Chapter 4 Learning and Transfer of Training
1) Which of the following statements is true?
- A) In general, mistakes should be avoided in a training context.
- B) For training to be effective, both learning and transfer are needed.
- C) Transfer of training is to be considered only after the completion of training.
- D) Most of what is learned during training is successfully transferred to the workplace.
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
2) Which of the following examples best reflects an attitude as a learning outcome?
- A) articulate three reasons why diversity is important
- B) successfully provide employee feedback
- C) create a pivot table in Excel
- D) value work-life balance
Answer: D
Difficulty: 2 Medium
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
3) ________ relates to the learner’s decision regarding what information to attend to, how to remember, and how to solve problems.
- A) Cognitive strategy
- B) Motor skill
- C) Attitude
- D) Verbal information
Answer: A
Difficulty: 1 Easy
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
4) “Design and code a computer program that meets customer requirements” is an example of which of the following learning outcomes?
- A) cognitive strategies
- B) attitudes
- C) intellectual skills
- D) motor skills
Answer: C
Difficulty: 2 Medium
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
5) Intellectual skill as a learning outcome primarily includes the capability to ________.
- A) state or describe previously stored information
- B) apply generalizable concepts and rules to solve complex problems
- C) execute a physical action with precision and timing
- D) choose a personal course of action
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
6) “Not micromanaging trainees working in groups after the group demonstrates it can remain on task” is an example of ________, in the context of reinforcement theory.
- A) positive reinforcement
- B) negative reinforcement
- C) extinction
- D) punishment
Answer: B
Difficulty: 3 Hard
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
7) “Not allowing trainees to take an extra break because they were disruptive” is an example of ________, in the context of reinforcement theory.
- A) positive reinforcement
- B) negative reinforcement
- C) extinction
- D) punishment
Answer: C
Difficulty: 3 Hard
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
8) Behavior modification is a training method that is primarily based on ________.
- A) goal setting theory
- B) information processing theory
- C) expectancy theory
- D) reinforcement theory
Answer: D
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
9) Behavior modeling is a training method that is primarily based on ________.
- A) goal setting theory
- B) social learning theory
- C) expectancy theory
- D) reinforcement theory
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
10) ________ is a person’s judgment about whether he or she can successfully learn new knowledge and skills.
- A) Self-efficacy
- B) Self-actualization
- C) Self-esteem
- D) Self-concept
Answer: A
Difficulty: 1 Easy
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
11) Logical verification to increase self-efficacy typically involves ________.
- A) perceiving a relationship between a new task and a task already mastered
- B) trying out the observed behaviors to see if they result in the same reinforcement that a model received
- C) motivating trainees by having employees who have mastered the learning outcomes demonstrate them
- D) determining the degree of support for using newly acquired capabilities
Answer: A
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
12) Juan, an operations manager, has been assigned to train a group of older employees in the logistics department. He has to train them to use new computer software. He begins by reminding them that they were quick in learning the old software. Juan is trying to ________.
- A) increase the employees’ self-efficacy
- B) deter expectancies of the employees
- C) create motor reproduction
- D) raise the valence of the behavior
Answer: A
Difficulty: 3 Hard
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
13) Which of the following creates a learning orientation in trainees?
- A) emphasizing trained task performance
- B) emphasizing competition among trainees
- C) ensuring trainees completely avoid errors and mistakes
- D) allowing trainees to experiment with new knowledge and skills
Answer: D
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
14) In the context of expectancy theory, the belief that performing a given action is associated with a particular outcome is called ________.
- A) valence
- B) instrumentality
- C) maintenance
- D) generalizing
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
15) In the context of expectancy theory, ________ relates to trainees’ beliefs that they can perform the trained skill.
- A) expectancy
- B) instrumentality
- C) self-efficacy
- D) valence
Answer: A
Difficulty: 1 Easy
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
16) According to the ________, transfer will be maximized when the tasks, materials, equipment, and other characteristics of the learning environment are similar to those encountered in the work environment.
- A) theory of identical elements
- B) stimulus generalization approach
- C) cognitive theory of transfer
- D) theory of closed skills
Answer: A
Difficulty: 1 Easy
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
17) Which of the following statements is true of closed skills?
- A) They require the trainee to adapt general principles.
- B) They refer to training objectives that are specific.
- C) They refer to skills that are to be identically produced by the trainee on the job.
- D) They are more difficult to train than open skills.
Answer: C
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
18) Which of the following strategies is least appropriate for supporting the transfer of open skills?
- A) teaching general principles
- B) providing detailed checklists for trainees to follow
- C) allowing trainees to make mistakes without fear of punishment
- D) providing rewards for experimentation
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
19) Which of the following strategies is not appropriate for supporting the transfer of closed skills?
- A) encouraging on-the-job experimentation
- B) providing high-fidelity practice
- C) shaping favorable attitudes toward compliance
- D) rewarding compliance
Answer: A
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
20) ________ is a learning process that involves identifying learned material in long-term memory and using it to influence performance.
- A) Generalizing
- B) Semantic encoding
- C) Retrieval
- D) Gratifying
Answer: C
Difficulty: 1 Easy
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
21) In the learning process, semantic encoding typically involves ________.
- A) informing learners of the lesson objective
- B) providing learning guidance to individuals, such as the use of diagrams and models to show relationships among concepts
- C) providing learners cues that are used in recall
- D) providing feedback about performance correctness
Answer: B
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
22) Which of the following statements is true of organizing as a learning strategy?
- A) It focuses on memorization of training content.
- B) It focuses on learning through repetition of training content.
- C) It requires the learner to find similarities and themes in the training material.
- D) It requires the trainee to relate the training material to other, more familiar knowledge, skills, or behaviors.
Answer: C
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
23) The learning cycle for a trainee begins with a(n) ________.
- A) reflective observation
- B) concrete experience
- C) abstract conceptualization
- D) active experimentation
Answer: B
Difficulty: 1 Easy
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
24) Good decisiveness, practical application of ideas, and hypothetical deductive reasoning are characteristics of individuals with a(n) ________ learning style.
- A) converger
- B) diverger
- C) assimilator
- D) accommodator
Answer: A
Difficulty: 1 Easy
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
25) ________ use concrete experience and reflective observation and are good at generating ideas and seeing a situation from multiple perspectives.
- A) Divergers
- B) Assimilators
- C) Convergers
- D) Accommodators
Answer: A
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
26) ________ refers to individual control over one’s thinking.
- A) Modeling
- B) Instrumentality
- C) Valence
- D) Metacognition
Answer: D
Difficulty: 1 Easy
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
27) ________ refers to the learner’s involvement with the training material and assessing their progress toward learning.
- A) Automatization
- B) Self-regulation
- C) Elaboration
- D) Generalization
Answer: B
Difficulty: 1 Easy
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
28) Learner-learner interaction is most appropriate when learners have to ________.
- A) master a task that is completed alone
- B) maximize their critical thinking and analysis skills
- C) acquire personal knowledge based on experience
- D) enhance their self-awareness and self-assessment
Answer: C
Difficulty: 2 Medium
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
29) ________ refers to practicing a task continuously without breaks.
- A) Overlearning
- B) Whole practice
- C) Massed practice
- D) Continuous learning
Answer: C
Difficulty: 2 Medium
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
30) Which of the following is a disadvantage of communities of practice (COPs)?
- A) Participation is often voluntary, so some employees may not share their knowledge unless the organizational culture supports participation.
- B) They are not naturally occurring in companies.
- C) Social interaction is discouraged.
- D) They require that employees meet face to face.
Answer: A
Difficulty: 2 Medium
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
31) Which of the following is an example of the internal conditions necessary for learning?
- A) providing trainees opportunities to practice new skills
- B) strong messages provided to trainees from credible sources
- C) verbal persuasion
- D) recall of training content
Answer: D
Difficulty: 1 Easy
Learning Objective: 04-05 Discuss the internal conditions (within the learner) and external conditions (learning environment) necessary for the trainee to learn each type of capability.
Accessibility: Keyboard Navigation
Gradable: automatic
32) Generalization is defined as continued use of what was learned over time.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
33) Developing a computer program that meets customer specifications is an example of an intellectual skills learning outcome.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-01 Discuss the five types of learner outcomes.
Accessibility: Keyboard Navigation
Gradable: automatic
34) Adult learning theory assumes that adults enter a learning experience with a subject-centered approach to learning.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-03 Incorporate adult learning theory into the design of a training program.
Accessibility: Keyboard Navigation
Gradable: automatic
35) Individuals with a performance orientation find that errors and mistakes cause anxiety.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
36) Learners with a high performance orientation will direct greater attention to learning for the sake of learning.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
37) To promote a learning orientation, trainers should deemphasize competition among trainees, create a community of learning, and allow trainees to make errors.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
38) In the context of expectancy theory, ensuring that trainees are confident in their ability to learn helps to promote instrumentality beliefs.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
39) In the context of expectancy theory, explaining to trainees that they will receive valued rewards if they perform well helps to promote instrumentality beliefs.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
40) In general, it is best to promote a performance orientation among trainees.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
41) Instrumentality is similar to self-efficacy beliefs.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: automatic
42) In the context of andragogy, group discussions would likely be less appropriate than the traditional lecture method.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-03 Incorporate adult learning theory into the design of a training program.
Accessibility: Keyboard Navigation
Gradable: automatic
43) The working storage and semantic encoding processes both relate to short-term memory.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
44) Open skills need to be identically reproduced on the job.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
45) Making a hamburger at a fast-food restaurant is an example of a closed skill.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
46) Giving a sales presentation is an example of an open skill.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
47) Identical elements are more appropriate for open skills as opposed to closed skills.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
48) The stimulus generalization approach is more appropriate for open skills as opposed to closed skills.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
49) Identical elements are maximized when the learning environment matches the trainee as closely as possible.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
50) The stimulus generalization approach emphasizes near transfer of training.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: automatic
51) Assimilators use abstract conceptualization and reflective observation. They are good at inductive reasoning, creating theoretical models, and combining disparate observations into an integrated explanation.
Answer: TRUE
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
52) Divergers use concrete experience and active experimentation. They are good at implementing decisions, carrying out plans, and getting involved in new experiences.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-04 Describe how learners receive, process, store, retrieve, and act upon information.
Accessibility: Keyboard Navigation
Gradable: automatic
53) It is best to include a combination of examples and practice, rather than all practice.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
54) Spaced practice is typically considered superior to massed practice.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
55) In error management training, trainees are instructed that errors hamper learning and should largely be avoided.
Answer: FALSE
Difficulty: 2 Medium
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
56) For more complex tasks, relatively long rest periods appear to be beneficial for learning.
Answer: TRUE
Difficulty: 1 Easy
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
57) Automatization of tasks increases memory demands.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: automatic
58) Providing self-management training is an example of an internal learning condition.
Answer: FALSE
Difficulty: 1 Easy
Learning Objective: 04-05 Discuss the internal conditions (within the learner) and external conditions (learning environment) necessary for the trainee to learn each type of capability.
Accessibility: Keyboard Navigation
Gradable: automatic
59) Describe how trainers can create a learning orientation among trainees in contrast to a performance orientation. (Be sure to define learning orientation and performance orientation in your answer to demonstrate your understanding of these concepts.)
Answer: People with a learning orientation view mistakes as a useful part of the learning processes and not as something that should be avoided. They are focused on learning and not necessarily looking good. Performance orientation refers to a desire to look good in comparison to others. Individuals with a performance orientation value ability more than learning, and they avoid mistakes as they might make them appear “foolish” in the eyes of others. Accordingly, trainers should strive to promote a learning orientation among trainees. Trainers should set goals around learning and experimenting with new ways of having trainees perform trained tasks. They should also deemphasize competition among trainees, create a community of learning, and allow trainees to make errors. When trainees make mistakes, trainers should provide constructive feedback and avoid making trainees look incompetent.
Difficulty: 3 Hard
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: manual
60) Describe what are meant by self-efficacy beliefs and how they can be enhanced in a training context.
Answer: Self-efficacy relates to an individual’s belief that he/she can successfully learn new knowledge and skills. Self-efficacy can be increased several ways:
- verbal persuasion: offering words of encouragement to convince individuals they are capable of learning
- logical verification: creating a perceived relationship between a new task and a task already mastered
- modeling: showing individuals how to successfully perform a task
- past accomplishment: letting trainees build a history of successful accomplishments
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: manual
61) Describe the three components of expectancy theory and how they can be enhanced in a training context.
Answer: Expectancy theory suggests that behavior is based on three factors—expectancy, instrumentality, and valence. Expectancy beliefs relate to whether an individual believes he or she can perform a specific behavior. These beliefs are related to self-efficacy. Valence is the value that individuals place on an outcome or reward. Instrumentality relates to beliefs about whether performing will result in a particular outcome. Will individuals receive something valued if they perform well?
Based on this model, trainers should: 1) ensure that trainees are confident in their ability to learn and perform (expectancy); 2) provide and communicate valued rewards (valence); and 3) ensure that valued rewards are received if trainees successfully learn and transfer (instrumentality).
Difficulty: 3 Hard
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.
Accessibility: Keyboard Navigation
Gradable: manual
62) Describe the principles of adult learning theory (andragogy) and their implications for training design and delivery.
Answer: Adult learning theory, also called andragogy, is a theory of how adults learn. The theory is based on the following assumptions:
- Adults have the need to know why they are learning something.
- Adults have a need to be self-directed.
- Adults bring more work-related experiences into the learning situation.
- Adults enter into a learning experience with a problem-centered approach to learning.
- Adults are motivated to learn by both extrinsic and intrinsic motivation.
There are several implications for training based on this theory.
- Mutual planning and collaboration in instruction.
- Use learner experiences as a basis for examples and applications.
- Develop instruction based on learners’ interests and competencies.
- Provide opportunities for immediate application.
- Ensure training is problem centered vs. subject centered.
Difficulty: 2 Medium
Learning Objective: 04-02 Explain the implications of learning theory for instructional design.; 04-03 Incorporate adult learning theory into the design of a training program.
Accessibility: Keyboard Navigation
Gradable: manual
63) What is near transfer? Far transfer? What are their implications for training design?
Answer:Near transfer refers to trainees’ ability to apply learned capabilities exactly to the work situation. Near transfer is more likely to occur when the trainee works on tasks during training that are very similar, if not identical, to the work environment. Thus, trainers should incorporate identical elements, where the training environment is as close as possible to the real work environment.
Far transfer refers to trainees applying what they have learned to a work environment that is not identical to the training situation. The stimulus generalization approach emphasizes far transfer. The stimulus generalization approach suggests that the best way to promote transfer is to teach general principles that are applicable to many work situations.
Difficulty: 2 Medium
Learning Objective: 04-06 Discuss the implications of open and closed skills and near and far transfer for designing training programs.
Accessibility: Keyboard Navigation
Gradable: manual
64) Name and describe the three ways employees can learn through interaction.
Answer: Employees learn best through interaction with training content, with other learners, and with the trainer or instructor.
Learner-content interaction means that the learner interacts with the training content. Learner-content interaction includes reading text on the web or in books, listening to multimedia modules, performing activities that require the manipulation of tools or objects, completing case studies and worksheets, or creating new content based on learned information.
Learner-learner interaction refers to interaction between learners. Learner-learner interaction, including observing and sharing experience with peers, may be especially useful for training interpersonal skills, acquiring personal knowledge based on experience, context-specific knowledge, and learning to cope with new situations.
Learner-instructor interaction refers to interaction between the learner and the expert. Trainers can facilitate learning by presenting, demonstrating, and reinforcing content. Also, trainers provide support, encouragement, and feedback. Learner-instructor discussions can be useful for helping learners understand content, enhance learners’ self-awareness and self-assessment, gain an appreciation for different opinions, and implement ideas on the job.
Difficulty: 2 Medium
Learning Objective: 04-07 Explain the features of instruction and the work environment that are necessary for learning and transfer of training.
Accessibility: Keyboard Navigation
Gradable: manual
Reviews
There are no reviews yet.