Professional Documents
Culture Documents
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Sample Test
Chapter 3
Multiple Choice
Answer: C
2. _____ involves determining whether performance deficiencies result from lack of knowledge
or skills.
3. Organizational analysis
4. Person analysis
5. Gap analysis
6. Task analysis
Answer: B
3. _____ analysis involves determining the appropriateness of training, given the company’s
business strategy, its resources available for training, and support by managers and peers for
training activities.
4. Organizational
5. Task
6. Gap
7. Value-chain
Answer: A
4. _____ are more concerned with how training may affect the attainment of financial goals for
the particular units they supervise.
5. Operational workers
6. Instructional designers
7. Mid-level managers
8. Upper-level managers
Answer: C
5. Which of the following method of needs assessment is inexpensive and allows the collection
of data from a large number of persons?
6. Questionnaire
7. Observation
8. Focus group
9. Interview
Answer: A
6. _____ are useful with complex or controversial issues that one person may be unable or
unwilling to explore.
7. Questionnaires
8. Observations
9. Focus groups
10. Historical data reviews
Answer: C
7. _____ refers to asking a large group of employees to help provide information for needs
assessment that they are not traditionally asked to do.
8. Crowdsourcing
9. Historical data review
10. Focus group
11. Benchmarking
Answer: A
8. _____ refers to the process of a company using information about other companies’ training
practices.
9. Brainstorming
10. Crowdsourcing
11. Outsourcing
12. Benchmarking
Answer: D
9. In the needs assessment process, organizational analysis deals with identifying:
10. the training resources that are available.
11. employees’ personal characteristics.
12. the conditions under which tasks are performed.
13. the employees who require training.
Answer: A
Answer: A
11. In the person analysis, _____ relates to the instructions that tell employees what, how, and
when to perform.
12. output
13. input
14. consequence
15. feedback
Answer: B
Answer: C
Answer: D
14. Which of the following statements is true about age and generation in the context of training?
15. The speed at which people process information increases as they age.
16. Gen Xers dislike close supervision.
17. Baby boomers are technology-literate and they appreciate diversity.
18. Traditionalists prefer more of a self-directed training environment.
Answer: B
15. Which of the following is considered as a part of “input” in the process for analyzing the
factors that influence employee performance and learning?
16. Awareness of performance standard
17. Social support
18. Understanding the level of proficiency
19. Work-group norms
Answer: B
Answer: C
Answer: B
Answer: D
19. In task analysis, the next step after selecting the job or jobs to be analyzed is to:
20. identify the knowledge, skills, or abilities necessary to perform the tasks successfully.
21. develop a preliminary list of tasks performed on the job by talking to those who have
performed a task analysis.
22. have a group of SMEs validate a preliminary list of tasks through a meeting or through a
written survey.
23. separate important, frequently performed tasks from tasks that are not important and are
infrequently performed.
Answer: B
Answer: B
Answer: D
22. The difference between job analysis and competency models is that:
23. competency modeling is more work- and task-focused, whereas job analysis is worker-
focused.
24. competency models describe employees’ skills, knowledge, abilities and personal
characteristics that are common across jobs, whereas job analysis describes what is different
across jobs.
25. competency modeling is used to generate specific requirements of employees for a job, and
job analysis is used to generate more general requirements.
26. job analysis can be applied to selection, training, employee development, and performance
management unlike competency models.
Answer: B
Answer: B
24. In the process of developing a competency model, the job or position to be analyzed is
identified after:
25. the needs assessment strategy is selected.
26. the effective and ineffective job performers are identified.
27. the business strategy and goals are identified.
28. the competencies responsible for effective and ineffective performance are identified.
Answer: C
Answer: D
True/ False
1. Pressure points such as changes in customer preferences or employees’ lack of basic skills
do not necessarily mean that training is the right solution.
2. True
3. False
Answer: A
2. Upper-level managers view the needs assessment process by focusing on specific jobs.
3. True
4. False
Answer: B
3. Upper-level managers are not usually involved in identifying which employees need training
or the tasks for which training is needed.
4. True
5. False
Answer: A
Answer: A
5. Job incumbents should be included as SME’s in the needs assessment process since they
tend to be the most knowledgeable about the job.
6. True
7. False
Answer: A
Answer: A
Answer: B
8. Output refers to the type of incentives employees receive for performing well.
9. True
10. False
Answer: B
9. Age, or even the generation an employee belongs to, does not affect how they prefer to
learn.
10. True
11. False
Answer: B
10. Possession of a high school diploma or a college degree is a guarantee that an employee
has basic skills.
11. True
12. False
Answer: B
11. The importance of cognitive ability for job success increases with job complexity.
12. True
13. False
Answer: A
12. Determining a job’s cognitive ability requirement is part of the task analysis process.
13. True
14. False
Answer: A
13. A nontraining option to match trainees’ reading level with the level needed for the training
materials involves redesigning a job to accommodate the trainees’ reading levels.
14. True
15. False
Answer: B
14. To motivate employees to learn in training programs, managers should avoid informing the
employees about their skill weaknesses or knowledge deficiencies.
15. True
16. False
Answer: B
15. To motivate employees to learn in training programs, they need to be given a choice of what
training programs to attend.
16. True
17. False
Answer: A
16. Employees’ lack of awareness of performance standards is a problem that training can “fix.”
17. True
18. False
Answer: B
17. Work-group norms may encourage employees not to meet performance standards.
18. True
19. False
Answer: A
18. One of the most powerful ways to motivate employees to attend and learn from training is to
communicate the personal value of the training.
19. True
20. False
Answer: A
19. If the critical job issue, process issue, and business issue are related, training should be a
top priority.
20. True
21. False
Answer: A
20. Task analysis should be undertaken only after the organizational analysis has determined
that the company wants to devote time and money for training.
21. True
22. False
Answer: A