You will receive this product within 24 hours after placing the order Test Bank Effective Training 5th Edition by P. Nick Blanchard , James Thacker Test Bank What Can You Expect From A Test BankThe study major and field is going to dictate what it is you see inside the test bank. However, in the basic scheme of things, a test bank will include the following questions:
Effective Training 5th Edition by P. Nick Blanchard , James Thacker Test BankSAMPLECHAPTER FOUR: NEEDS ANALYSIS MULTIPLE-CHOICE QUESTIONS A triggering event Is a comparison of a reactive and proactive TNA. Occurs when actual organizational performance is greater than expected organizational performance. Occurs when actual organizational performance is less than expected organizational performance. Usually means some employees require training. Answer: C Difficulty: Easy Page Ref: 90 When a TNA is conducted, it Guarantees that the time and money spent on training is spent wisely. Determines the benchmark for evaluation of training. Provides essential information in the implementation of the strategic plan. Both B & C. Answer: D Difficulty: Moderate Page Ref: 90-91 A training needs analysis is conducted when a Setback event occurs. Triggering event occurs. Decision to provide sexual harassment training is made. Deficiency is determined to be a motivational deficiency. Answer: B Difficulty: Easy Page Ref: 92 Which of the following focuses on an anticipated performance problem in the future? The PAQ A reactive TNA A proactive TNA Work sampling Answer: C Difficulty: Easy Page Ref: 92 Which of the following focuses on a current performance problem? The PAQ A reactive TNA A proactive TNA Work sampling Answer: B Difficulty: Easy Page Ref: 92 To deal with a KSA deficiency, an appropriate remedy suggested in the text is Training. Changing the job. Providing proper feedback. Both A & B. All of the above. Answer: D Difficulty: Challenging Page Ref: Figure 4-1, p. 93 When a performance gap is identified and there is shown to be a lack of KSAs There is no need to determine if there are motivational issues present. You still might want to determine if there are any barriers to performance. Training is the only option for dealing with the lack of KSAs. A & C. Answer: B Difficulty: Moderate Page Ref: Figure 4-1, p. 93 Looking at the internal environment of an organization and determining its fit with organizational goals and objectives is associated with which TNA component? Operational Analysis Performance Discrepancy Organizational Analysis Person Analysis Organizational Laddering Answer: C Difficulty: Easy Page Ref: 96 _____ involves looking at all the influences that could affect employee performance in the organization and determining their fit within organizational goals and objectives. Performance analysis Operational analysis Goals analysis Organizational analysis Personnel analysis Answer: D Difficulty: Moderate Page Ref: 96 When a(n) _____ analysis is conducted for strategic planning, it is a major undertaking. The _____ and relevant strategies that have been identified in the strategic plan are an indication of where the firm wishes to be. Organizational; mission Operational; organizational Performance; person analysis Operational; goals Answer: A Difficulty: Moderate Page Ref: 97 Organizational analysis should focus on Mission and capital resources. Job analysis. C) Human resources and organizational environment. D) Both A & C. All of the above. Answer: D Difficulty: Easy Page Ref: 97 As discussed in the text, about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training? 10 percent 25 percent 85 percent 99 percent Answer: C Difficulty: Easy Page Ref: 97 In the example provided in the text where the bank manager sent his tellers to training on the products and services the bank provided, the training resulted in a _____ percent increase in services sold to customers. 0 25 50 80 Answer: A Difficulty: Moderate Page Ref: Training in Action 4-1, p. 97 When an OPG is identified, a(n) _____________ should be conducted in conjunction with an organizational analysis in order to fully understand the nature of the gap. System analysis Operational analysis Performance evaluation Goal analysis Answer: B Difficulty: Easy Page Ref: 100 In an organizational analysis, who do you ask about job design issues? Top management Relevant supervisors Incumbents Both B & C All of the above Answer: D Difficulty: Moderate Page Ref: Table 4-2, p. 100 An outline of a typical job’s duties and responsibilities is a Job description. Job specification. Performance standard. Task outline. None of the above. Answer: A Difficulty: Easy Page Ref: Table 4-3, p. 101 The selection process of incumbents in operational analysis should be performed by A supervisor. The manager of the organization. A head hunter. A job analyst. Answer: D Difficulty: Easy Page Ref: 102 The _____ approach to job analysis immediately identifies the KSAs required for the job. Task‑oriented Worker-oriented Operational analysis Job-duty-task Answer: B Difficulty: Moderate Page Ref: 102 The _____ approach identifies the various work activities required to successfully perform a job. PAQ task-oriented worker-oriented Both A & C Answer: B Difficulty: Easy Page Ref: 102 Which of the following statements regarding job analysis is true? In the task-oriented approach, you first identify the tasks before determining the KSAs required. KSAs are made up of multiple competencies. The worker-oriented approach goes directly to determining the KSAs, then determines the tasks so it is more effective. The PAQ is more effective than the task-oriented approach. Competency modeling is a more scientific approach and job analysis is not as relevant anymore. Answer: A Difficulty: Moderate Page Ref: 104 In the example provided in the text of analyzing a job when there are no incumbents, Dr. Fields Asked the manufacturer of the new equipment to learn if there was similar equipment in operation elsewhere so he could interview those incumbents. Interviewed engineers responsible for designing the new equipment. Obtained blueprints for the new equipment. Both A & B. All of the above. Answer: E Difficulty: Moderate Page Ref: Table 4-6, p. 107 Recall the example in the text where Ford Motor Company was building a new engine plant in Windsor that was to focus on the “team approach” to building the engines. Which of the following statements is true regarding that example? The majority of those hired were university educated and had experience in the team approach. One of the goals of the training was to improve attitudes toward the team approach. Evaluation of the training indicated an improvement in employees’ communication skills. The promise of training related to self-fulfillment never materialized. Answer: B Difficulty: Easy Page Ref: Training in Action 4-2, p. 108 The approach to operational analysis which identifies key competencies of the job is known as Job analysis. Worker-oriented approach. Task-oriented approach. Competency modeling. Answer: D Difficulty: Moderate Page Ref: 108 In ________ competencies are defined as “a cluster of related knowledge, skills, and attitudes that differentiate high performers from average ; North America United Kingdom Australia Both A & B All of the above Answer: A Difficulty: Moderate Page Ref: 108 In ________ competencies are defined as “what someone needs to be doing to be competent in their ; North America United Kingdom Australia Both B & C All of the above Answer: D Difficulty: Moderate Page Ref: 108 A competency-based approach focuses on Knowledge and skills. Attitudes and personality. All characteristics that underlie successful performance. Motivational characteristics. Answer: C Difficulty: Easy Page Ref: 109 Which of the following statements is true regarding competencies? They are much more specific and therefore more useful at targeting a job. They include only skills and attitudes. They tie to corporate goals. They are only good for the short term. None of the above is true. Answer: C Difficulty: Moderate Page Ref: 109 When comparing competencies to KSAs, competencies Are more specific in nature. Have a shorter term fit. Include knowledge, skills, and attitudes. Are tied to corporate goals. Both C & D. Answer: E Difficulty: Easy Page Ref: 109 One of the more common mistakes in developing competency modeling is Not making the model tie in to the strategic goals. Being too specific. Simply making a list of positive attributes. Focusing only on skills and knowledge. Answer: C Difficulty: Challenging Page Ref: 110-111 A good HRIS should provide information on Previous positions individuals have held. Training that individuals have received. Performance levels. All of the above. Answer: D Difficulty: Moderate Page Ref: 111 Performance appraisals are almost always completed by Peers and self. 360-degree feedback. Supervisors. Work planning and review. None of the above. Answer: C Difficulty: Easy Page Ref: 112 Self ratings Tend to be too biased to be used effectively in a person analysis. Have very high measurement error when compared to supervisor ratings. Can be an effective part of the person analysis in a TNA. Are not generally part of a 360-degree performance review. Answer: C Difficulty: Moderate Page Ref: 114 For testing of knowledge, the use of speed tests is Critical to effective testing. Never of any value. Calculated for multiple-choice tests by multiplying the number of questions by .75, which will give you the length of time in minutes. None of the above is correct. Answer: D Difficulty: Moderate Page Ref: 115 Which of the following statements about multiple choice tests is NOT true? You can give it to a large number of individuals at once. It is easily scored. It is easy to develop a reliable and valid test of this type. All of the above are true. Answer: C Difficulty: Moderate Page Ref: 116 Using paired comparison method is one way to assess_________ knowledge. Procedural Cognitive Declarative Strategic Answer: A Difficulty: Challenging Page Ref: 116 A method to assess learning of strategic knowledge is termed Probed Protocol Analysis. Level 3 Analysis. Declarative Analysis. Paired Comparison. Answer: A Difficulty: Challenging Page Ref: 116 According to the text, behavioral tests measure Situational reaction. Development. Skills. Learning capability. None of the above. Answer: C Difficulty: Moderate Page Ref: 118 A speed test can appropriately be used to measure the _____ of a skill. Compilation Aggressiveness Automaticity Knowledge Answer: C Difficulty: Easy Page Ref: 120 When there is a performance gap but no KSA deficiency, what is the possible cause? Motivation Barriers to performance Both A & B It must be a KSA deficiency, as that is what a performance gap is defined as. Answer: C Difficulty: Moderate Page Ref: 122 When a KSA deficiency is determined, what is the appropriate response? Training Job aid Practice Any of the above, depending on the circumstances Answer: D Difficulty: Moderate Page Ref: 122 In response to a TNA, the decision is to “change the ; This means There are too many obstacles in the system the way the job is currently set up. Feedback is not occurring in the present setup. There is a KSA deficiency but training is not the most effective solution. Rewards are not tied to high performance. Answer: C Difficulty: Moderate Page Ref: 123 The identification and development of employees who are perceived to be of high potential is called Promotion. Succession planning. Hiring. Funneling. Pet picking. Answer: B Difficulty: Easy Page Ref: 124 According to the text’s authors, which approach to TNA is better? Reactive assessment Proactive assessment The authors don’t say A combination of proactive and reactive strategies Answer: D Difficulty: Moderate Page Ref: 129 Which of the following statements regarding small business and TNA is true? The proactive approach will be harder to implement in small businesses. Small business owners have no access to resources to aid them in training their employees. The main problem with the resources to aid small business in training is that businesses do not take advantage of them. Small business cannot afford to do a comprehensive TNA. Answer: C Difficulty: Challenging Page Ref: 130-131 APPENDIX QUESTIONS A measure of the consistency of an outcome, which is often measured using a correlation coefficient, is called X. Validity. Reliability. Both B & C. Answer: C Difficulty: Easy Page Ref: 140 __________ is the portion of the actual criterion that overlaps with the __________. Ultimate criterion; criterion relevance Criterion relevance; ultimate criterion Consistency; reliability Ultimate criterion; criterion deficiency Criterion deficiency; ultimate criterion Answer: B Difficulty: Moderate Page Ref: Fig. 4-6, p. 141 What is it called when individuals have some advantage that provides them with a higher level of performance, irrespective of their own skill level? Opportunity bias Criterion deficiency Halo affect Knowledge predictor bias Answer: A Difficulty: Easy Page Ref: 141-142 Sources of criterion contamination are Error and opportunity bias. Group characteristic bias and knowledge of predictor bias. Declarative knowledge bias. Both A & B. All of the above. Answer: D Difficulty: Moderate Page Ref: 141-142 You cannot have a _______ measure unless the measure is _______. Valid; relevant Relevant; valid Reliable; valid Valid; reliable Relevant; reliable Answer: D Difficulty: Moderate Page Ref: 143 A criterion measure to assess declarative knowledge would Be very easy to develop. Be a multiple-choice test. Be behaviorally based. Focus on attitudinal relationships. Answer: B Difficulty: Moderate Page Ref: 143 TRUE/FALSE QUESTIONS ____A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment. (F; p. 91) ____If you determine there is a KSA deficiency, then the response is training. (F; p. 93) ____The worker-oriented approach to job analysis identifies the KSAs without having to assess the tasks that are done. (T; p. 102) ____The job-duty-task method of job analysis is a worker-oriented approach. (F; p. 104) ____Some advantages of using competencies are that they are more general and tend to be tied to corporate goals. (T; p. 109) ____Supervisory ratings are the most effective method to use in a person analysis. (F; p. 114) _____Self-ratings are useful tools in determining the needs of an employee. (T; p. 114) ____The only output from a TNA is training needs. (F; p. 122) ____A job aid is one approach to dealing with a KSA deficiency. (T; p. 123) ____The proactive approach to TNA focuses on a specific problem. (F; p. 124) ____In smaller organizations it would be easier to integrate a proactive approach to TNA than in larger organizations. (T; p. 129) APPENDIX QUESTIONS ____ The ultimate criterion is the measure you use in assessing training effectiveness. (F; p. 141) ____ Bias is caused by random variation. (F; p. 141) ____ It is not possible to have a reliable test that is not also valid (F; p. 143) SHORT-ANSWER QUESTIONS Discuss the proactive approach and the reactive approach to TNA. The proactive approach focuses on future resource requirements. There are two ways of planning for this: Preparing employees for promotion/transfers to different jobs. Preparing employees for changes in their current jobs. The reactive approach begins with an existing discrepancy in job performance. Once a discrepancy is identified, it must be determined if it is worth fixing. Compare reliability and validity. Reliability is the consistency of a measure, and validity is the degree to which you are measuring what you want to measure. Students may use Figure in the text to explain this relationship. Define criterion deficiency and criterion contamination. Criterion deficiency is the part of the ultimate criterion that we miss when we use the actual criterion, or the degree to which we are not measuring important aspects of performance. Criterion contamination is measured aspects not related to the true measure of success; this is the part of the actual criterion that does not overlap with the ultimate criterion. ESSAY QUESTION List five sources of data for person analysis and their training need implications. Table in the text provides a list of 15 sources of data for person analysis and the training need implications of each source. PAGE PAGE 43 |
A job aid is one approach to dealing with a KSA deficiency
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