Strategic Training and Development (D353 )
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Free Strategic Training and Development (D353 ) Questions
The following training preferences describe which generation: - Prefer self-directed environment - Respond well to working at their own pace - Highly motivated if training will increase employability - Learn by doing, and feedback - Materials more visual, less wordy
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Baby Boomers
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Millennials
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Generation X
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Traditionalists
Explanation
Correct Answer C. Generation X
Explanation:
Generation X learners value self-directed environments and flexibility. They are highly motivated by the practical benefits of training, such as increased employability, and prefer visual materials over text-heavy resources. They also learn effectively by doing and value constructive feedback.
Why other options are wrong:
A. Baby Boomers: Baby Boomers prefer structured environments, group discussions, and interactive activities over self-paced learning.
B. Millennials: Millennials are tech-savvy, collaborative learners who prefer blended learning and immediate application, but their preferences are less focused on self-direction and more on group-oriented activities.
D. Traditionalists: Traditionalists prefer structured, predictable learning environments and are less inclined towards self-paced or visual materials.
In the process of developing a competency model, the job or position to be analyzed is identified after
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The needs assessment strategy is selected
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The effective and ineffective job performers are identified
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The business strategy and goals are identified
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The competencies responsible for effective and ineffective performance are identified
Explanation
Correct Answer C. The business strategy and goals are identified
Explanation
Identifying the business strategy and goals is a critical first step in developing a competency model, as it ensures alignment between organizational objectives and the competencies required for job performance.
Why other options are wrong
A. The needs assessment strategy is selected: While important, this step typically follows the identification of business goals and objectives.
B. The effective and ineffective job performers are identified: This is part of a later stage in the competency modeling process.
D. The competencies responsible for effective and ineffective performance are identified: Competencies are identified after analyzing the job or position and its requirements.
Which of the following is the chief advantage of using a blended learning approach
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Reduced training costs
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Flexibility for self-paced learning
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Focused and individualized attention
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Quick dissemination of information
Explanation
Correct Answer B. Flexibility for self-paced learning
Explanation:
Blended learning combines online and in-person training, offering learners the flexibility to progress at their own pace. This ensures accessibility while retaining some interactive, face-to-face components for engagement and clarification.
Why other options are wrong:
A. Reduced training costs: While blended learning can reduce costs, this is not its chief advantage. Flexibility for learners is more significant.
C. Focused and individualized attention: This is more characteristic of one-on-one training rather than blended learning.
D. Quick dissemination of information: Although online elements in blended learning can distribute information rapidly, the flexibility it provides is the primary benefit.
Which of the following best describes the concept of job enrichment in the context of employee roles
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A method that increases job complexity without additional authority
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A strategy that enhances job satisfaction by providing more autonomy and control
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A technique that focuses solely on horizontal job expansion
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An approach that limits employee decision-making to improve efficiency
Explanation
Correct Answer B. A strategy that enhances job satisfaction by providing more autonomy and control
Explanation:
Job enrichment involves redesigning roles to give employees more responsibility, autonomy, and control over their work. This strategy aims to enhance job satisfaction, motivation, and performance by creating meaningful and engaging tasks.
Why other options are wrong:
A. A method that increases job complexity without additional authority: Job enrichment typically includes increasing authority and responsibility, not just complexity.
C. A technique that focuses solely on horizontal job expansion: Horizontal job expansion (job enlargement) is different from job enrichment, which focuses on adding depth to roles.
D. An approach that limits employee decision-making to improve efficiency: Limiting decision-making is contrary to the goal of job enrichment, which seeks to empower employees
The learner applies their ideas to the world around them to see what happens is representative of which of the 4 learning approaches according to Kolb
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Abstract Conceptualization (Converger)
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Reflective Observation of new experience (Assimilator)
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Active Experimentation (Accommodator)
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Concrete Experience (Diverger)
Explanation
Correct Answer C. Active Experimentation (Accommodator)
Explanation:
Active Experimentation refers to the process of applying ideas and concepts to the real world to observe their outcomes. This approach is focused on learning through doing and experimenting, which is a characteristic of the Accommodator learning style.
Why other options are wrong:
A. Abstract Conceptualization (Converger): This involves forming ideas and logical theories but does not emphasize direct application to real-world scenarios.
B. Reflective Observation of new experience (Assimilator): This focuses on observing and thinking about experiences rather than acting on them.
D. Concrete Experience (Diverger): This relates to learning through hands-on experience but does not involve the application of ideas to the external world.
Accommodating (activist and doer)
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Concrete experience plus active experimentation (feeling and doing)
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Abstract conceptualization plus reflective observation (thinking and watching)
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Concrete experience plus reflective observation (feeling and watching)
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Abstract conceptualization plus active experimentation (thinking and doing)
Explanation
Correct Answer A. Concrete experience plus active experimentation (feeling and doing)
Explanation
The accommodating learning style focuses on hands-on experiences and practical application, combining feelings with active experimentation to learn and adapt effectively.
Why other options are wrong
B. Abstract conceptualization plus reflective observation (thinking and watching): This aligns more with the assimilating learning style.
C. Concrete experience plus reflective observation (feeling and watching): This describes the diverging learning style.
D. Abstract conceptualization plus active experimentation (thinking and doing): This aligns with the converging learning style.
In the context of leadership effectiveness, which of the following statements best reflects the idea that actions may be more significant than inherent traits
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Leaders must possess charisma to inspire their teams.
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Effective leadership is primarily determined by the leader's formal authority.
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The behaviors and actions of a leader can significantly influence team performance and motivation.
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A leader's effectiveness is solely based on their educational background.
Explanation
Correct Answer C. The behaviors and actions of a leader can significantly influence team performance and motivation.
Explanation:
This statement highlights the behavioral approach to leadership, emphasizing that a leader's actions and behaviors are more impactful in driving team success than inherent traits or authority. Effective leaders motivate and inspire through their actions, fostering collaboration and achieving goals.
Why other options are wrong:
A. Leaders must possess charisma to inspire their teams.: While charisma can help, it is not essential, and actions often matter more than traits like charisma.
B. Effective leadership is primarily determined by the leader's formal authority.: Leadership effectiveness relies on influence and behavior, not just positional authority.
D. A leader's effectiveness is solely based on their educational background.: Education can contribute to a leader’s knowledge, but it is their behavior and actions that truly impact leadership effectiveness.
Refers to trainees' ability to apply learned capabilities exactly to the work situation. Programs that emphasize near transfer should include the following training designs: The program should teach specific concepts and procedures. Trainees should be given an explanation as to any differences between training tasks and work tasks. Trainees should be encouraged to focus only on important differences between training tasks and work tasks (e.g., speed of completion) rather than unimportant differences (e.g., equipment with the same features but a different model). Behaviors or skills that trainees learn in the program should contribute to effective performance
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far transfer
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near transfer
Explanation
Correct Answer B. near transfer
Explanation
Near transfer refers to the application of learned capabilities directly to the work environment with minimal adaptation required. Training programs designed for near transfer focus on specific, directly applicable concepts and procedures.
Why other options are wrong
A. far transfer: Far transfer involves applying learned skills and knowledge to new and different situations, not directly replicating them as in near transfer.
Adults learn best when
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They can see the big picture
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They understand how the training connects to the business
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They know what is in it for them
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All of the above
Explanation
Correct Answer D. All of the above
Explanation
Adults are motivated to learn when they can see the relevance of training, understand how it applies to their work or goals, and see personal benefits ("what's in it for them").
Why other options are wrong
A. They can see the big picture: While important, this alone does not fully address adult learning needs.
B. They understand how the training connects to the business: Relevant but insufficient without considering personal benefits.
C. They know what is in it for them: Critical but not the sole factor; adults also value relevance and context.
A new-employee orientation should include which of the following
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Organization-related information
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Job-specific information
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Departmental information
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All of the choices
Explanation
Correct Answer D. All of the choices
Explanation:
A comprehensive new-employee orientation program ensures that employees receive information about the organization (such as culture and policies), their specific job responsibilities, and departmental structure and functions. This holistic approach helps employees adapt more effectively and feel more engaged.
Why other options are wrong:
A. Organization-related information: While important, focusing only on organization-related details is insufficient for preparing new employees.
B. Job-specific information: Job-specific training is crucial but does not cover the broader context employees need to succeed.
C. Departmental information: Departmental knowledge is helpful but must be supplemented with organizational and role-specific insights.
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