QuickHelper

(10)

$20/per page/

About QuickHelper

Levels Tought:
Elementary,High School,College,University,PHD

Expertise:
Accounting,Applied Sciences See all
Accounting,Applied Sciences,Business & Finance,Chemistry,Engineering,Health & Medical Hide all
Teaching Since: May 2017
Last Sign in: 352 Weeks Ago, 5 Days Ago
Questions Answered: 20103
Tutorials Posted: 20155

Education

  • MBA, PHD
    Phoniex
    Jul-2007 - Jun-2012

Experience

  • Corportae Manager
    ChevronTexaco Corporation
    Feb-2009 - Nov-2016

Category > HR Management Posted 27 Sep 2017 My Price 10.00

Question 1 (1 point) What are the four steps in training?

Question 1 (1 point)

 

What are the four steps in training? Select all that apply.

Question 1 options:

a) 

team training
b) 

mentoring
c) 

legal training
d) 

employee orientation
e) 

safety training
f) 

in-house training
g) 

external training

 

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Question 2 (1 point)

 

Match each term with its description.

Question 2 options:

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what an employee actually needs to know to perform the job; a mentor can help with this kind of training
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a process that empowers teams to improve decision making, problem solving, and team-development skills; can help improve communication and result in more productive businesses
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prepares an individual to take on a management role
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do not relate directly to the job but are important—such as communication, negotiation, and providing good customer service
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important to make sure an organization is meeting OSHA standards; may also include disaster planning
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normally given externally and might be to obtain certification or gain specific profession-oriented skills or knowledge; an example is that tax accountants need to be up to date on tax laws
1234567

addresses software or other programs that employees use while working for the organization
1.

technical training
2.

skills
3.

soft skills
4.

professional/legal training
5.

team training
6.

managerial training
7.

safety training

 

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Question 3 (1 point)

 

Match each term with its description.

Question 3 options:

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a method that focuses on ongoing employee development
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typically informal, this method can involve personal development as well as specific job-related skills
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also known as "near site" training, it normally happens in a classroom, conference room, or lecture room and works well to deliver orientations and some skills-based training; can also be used for technical training, safety training, professional training, and quality training
12345678

prepares employees for living and working abroad
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two people change jobs for a set period of time to learn new skills
12345678

delivery method consisting of on-the-job training; specifically, an employee learns skills by watching a more experienced colleague
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any type of training delivered using technology; typically accessed via internet browser
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method in which an employee is assigned to a more experienced employee or manager to learn the skills needed for the job
1.

OTJ coaching
2.

mentoring/coaching
3.

brown bag lunch training delivery
4.

web-based
5.

job shadowing
6.

job swapping
7.

vestibule
8.

international assignment

 

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Question 4 (1 point)

 

What is the best way to measure the effectiveness of training?

Question 4 options:

a) 

role-playing scenario
b) 

survey
c) 

job performance
d) 

quiz

 

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Question 5 (1 point)

 

Select all of the definitions or descriptions that apply to the performance of a needs assessment.

Question 5 options:

a) 

This is one of the most important and time-consuming steps in training; it includes a detailed plan for learning activities as well as all of the necessary materials.
b) 

This step involves determining what the learner should to be able to do, explain, or demonstrate at the end of the training period. The results of this step should be performance based, clear, and observable or measurable in some way.
c) 

This step may employ the Kirkpatrick model:

  • Reaction: How did the participants react to the training program?
  • Learning: To what extent did participants improve knowledge and skills?
  • Behavior: Did behavior change as a result of the training?
  • Results: What benefits to the organization resulted from the training?
d) 

This is an individual assessment that looks at the performance of an individual employee and determines what training should be accomplished for that individual.
e) 

This is an occupational (task) assessment looks at the specific tasks, skills, knowledge, and abilities required to do jobs within the organization.
f) 

This is an organizational assessment to determine the skills, knowledge, and abilities a company needs to meet its strategic objectives. This type of assessment considers things such as changing demographics and technological trends. Overall, this type of assessment looks at how the organization as a whole can handle its weaknesses while promoting strengths.

 

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Question 6 (1 point)

 

Select all of the definitions or descriptions that apply when writing learning objectives.

Question 6 options:

a) 

This step involves determining what the learner should to be able to do, explain, or demonstrate at the end of the training period. The results of this step should be performance based, clear, and observable or measurable in some way.
b) 

This is an individual assessment that looks at the performance of an individual employee and determines what training should be accomplished for that individual.
c) 

This is one of the most important and time-consuming steps in training; it includes a detailed plan for learning activities as well as all of the necessary materials.
d) 

This is an organizational assessment to determine the skills, knowledge, and abilities a company needs to meet its strategic objectives. This type of assessment considers things such as changing demographics and technological trends. Overall, this type of assessment looks at how the organization as a whole can handle its weaknesses while promoting strengths.
e) 

This step may employ the Kirkpatrick model:

  • Reaction: How did the participants react to the training program?
  • Learning: To what extent did participants improve knowledge and skills?
  • Behavior: Did behavior change as a result of the training?
  • Results: What benefits to the organization resulted from the training?
f) 

This is an occupational (task) assessment looks at the specific tasks, skills, knowledge, and abilities required to do jobs within the organization.

 

Save

Question 7 (1 point)

 

Select all of the definitions or descriptions that apply to the development of content and lesson plans.

Question 7 options:

a) 

This step may employ the Kirkpatrick model:

  • Reaction: How did the participants react to the training program?
  • Learning: To what extent did participants improve knowledge and skills?
  • Behavior: Did behavior change as a result of the training?
  • Results: What benefits to the organization resulted from the training?
b) 

This step involves determining what the learner should to be able to do, explain, or demonstrate at the end of the training period. The results of this step should be performance based, clear, and observable or measurable in some way.
c) 

This is an occupational (task) assessment looks at the specific tasks, skills, knowledge, and abilities required to do jobs within the organization.
d) 

This is one of the most important and time-consuming steps in training; it includes a detailed plan for learning activities as well as all of the necessary materials.
e) 

This is an organizational assessment to determine the skills, knowledge, and abilities a company needs to meet its strategic objectives. This type of assessment considers things such as changing demographics and technological trends. Overall, this type of assessment looks at how the organization as a whole can handle its weaknesses while promoting strengths.
f) 

This is an individual assessment that looks at the performance of an individual employee and determines what training should be accomplished for that individual.

 

Save

Question 8 (1 point)

 

Select all of the definitions or descriptions that apply to measuring effectiveness.

Question 8 options:

a) 

This step may employ the Kirkpatrick model:

  • Reaction: How did the participants react to the training program?
  • Learning: To what extent did participants improve knowledge and skills?
  • Behavior: Did behavior change as a result of the training?
  • Results: What benefits to the organization resulted from the training?
b) 

This is an occupational (task) assessment looks at the specific tasks, skills, knowledge, and abilities required to do jobs within the organization.
c) 

This is an individual assessment that looks at the performance of an individual employee and determines what training should be accomplished for that individual.
d) 

This step involves determining what the learner should to be able to do, explain, or demonstrate at the end of the training period. The results of this step should be performance based, clear, and observable or measurable in some way.
e) 

This is one of the most important and time-consuming steps in training; it includes a detailed plan for learning activities as well as all of the necessary materials.
f) 

This is an organizational assessment to determine the skills, knowledge, and abilities a company needs to meet its strategic objectives. This type of assessment considers things such as changing demographics and technological trends. Overall, this type of assessment looks at how the organization as a whole can handle its weaknesses while promoting strengths.

Answers

QuickHelper
(10)
Status NEW Posted 27 Sep 2017 10:09 AM My Price 10.00

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