Question : 31. _____ analysis involves determining the business appropriateness of training, given : 1251035

31. _____ analysis involves determining the business appropriateness of training, given the company’s business strategy. 
A. Person
B. Organizational
C. Task
D. Information

Organizational analysis considers the context in which training will occur. This analysis is generally performed first.

32. Ensuring that employees have product and service knowledge and understand their roles and decision-making authority are implications of which of the following strategic training and development initiatives? 
A. Accelerate the pace of employee learning
B. Provide development opportunities and communicate to employees
C. Diversify portfolio
D. Improve customer service

This initiative also involves ensuring that employees have skills needed to interact with customers.

33. Instructions that tell employees what, how, and when to perform are called: 
A. delegations.
B. consequences.
C. outputs.
D. inputs.

Input also refers to the support given to employees to help them perform. This support includes resources such as equipment, time, or budget. Support also includes feedback and reinforcement from managers and peers.

34. The information employees receive while they are performing is called: 
A. a consequence.
B. an output.
C. feedback.
D. an input.

Factors that influence Employee Performance and Learning include Person characteristics, Input, Output, Consequences and Feedback.

35. Which of the following is not true of task analysis? 
A. Results in a description of work activities, including tasks performed and skills, knowledge, and abilities required to successfully complete job tasks.
B. Involves developing a preliminary list of tasks performed on the job by interviewing and observing expert employees and their managers.
C. Results in an assessment of employees’ readiness for training.
D. Involves the verification of tasks using subject matter experts.

Ensuring employees’ readiness for training is a part of the Training Process. Readiness for training refers to whether (1) employees have the personal characteristics (ability, attitudes, beliefs, and motivation) necessary to learn program content and apply it on the job and (2) the work environment will facilitate learning and not interfere with performance.

36. A _____ is a specific position requiring the completion of specific tasks, whereas a _____ is a statement of an employee’s work activity in a specific job. 
A. job; position
B. job; task
C. requirement; task
D. requirement; position

Task analysis results in a description of work activities, including tasks performed by the employee and the knowledge, skills, and abilities required to successfully complete the tasks.

37. Self-efficacy is: 
A. the employee’s belief that he/she can successfully learn the content of a training program.
B. the desire of the trainee to learn the content of the training program.
C. the willingness of managers and peers to provide feedback and reinforcement.
D. a statement of an employee’s work activity in a specific job.

Research has demonstrated that self-efficacy is related to performance in training programs.

38. Which of the following management actions could least likely increase employees’ self-efficacy levels? 
A. Letting employees know the purpose of the training programs.
B. Providing as much information as possible about the training program and its purposes prior to the actual training.
C. Showing employees the training success of their peers who are now in similar jobs.
D. Using off-site rather than on-site formal training programs.

Managers can increase employees’ self-efficacy level by letting employees know the purpose of the training programs, providing as much information as possible about the training program and its purposes prior to the actual training, showing employees the training success of their peers who are now in similar jobs and providing employees with feedback that learning is under their control and they have the ability and the responsibility to overcome any learning difficulties they experience in the program.

39. Which of the following statements about cognitive ability is false? 
A. Cognitive ability includes four dimensions: verbal comprehension, quantitative ability, interpersonal relationships, and reasoning ability.
B. Research shows that cognitive ability is related to successful performance in all jobs.
C. The importance of cognitive ability for job success increases as the job becomes more complex.
D. Research shows that cognitive ability influences learning.

Cognitive ability includes verbal comprehension (understand and use written and spoken language), quantitative ability (speed and accuracy in solving math problems), and reasoning ability (logic in solving problems).

40. To ensure that the work environment enhances trainees’ motivation to learn, managers need to do any of the following except: 
A. encourage work group members to do their jobs individually and not involve each other.
B. speak positively about the company’s training programs.
C. give employees time and opportunities to practice and apply new skills or behaviors.
D. let employees know they are doing a good job when they use training content in their work.

Managers should encourage work group members to involve each other in trying to use new skills on the job by soliciting feedback and sharing training experiences and situations in which training content was helpful.