Strategic Training and Development (D353 )
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Free Strategic Training and Development (D353 ) Questions
Transfer is defined as ______
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Any systematic approach to learning development that improves effectiveness
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The extent to which new knowledge & skills learned during the training program are applied on the job to improve performance
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The collective set of performance-related KSAOs within the workforce
Explanation
Correct Answer B. The extent to which new knowledge & skills learned during the training program are applied on the job to improve performance
Explanation
Transfer refers to applying the knowledge, skills, and abilities gained during training to actual job performance, which is critical for improving effectiveness and achieving organizational goals.
Why other options are wrong
A. Any systematic approach to learning development that improves effectiveness: This describes training or learning development in general but does not define transfer.
C. The collective set of performance-related KSAOs within the workforce: This refers to the overall workforce competencies, not the concept of transfer.
What is a primary advantage of the traditional lecture method in training environments
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It allows for personalized feedback for each trainee.
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It facilitates the introduction of new concepts to a large audience efficiently.
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It encourages active participation and group discussions.
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It focuses on hands-on learning experiences.
Explanation
Correct Answer B. It facilitates the introduction of new concepts to a large audience efficiently.
Explanation:
The traditional lecture method is effective for delivering a large amount of information to a broad audience in a structured manner. It is particularly useful for introducing foundational concepts or theories.
Why other options are wrong:
A. It allows for personalized feedback for each trainee: Lectures are generally one-way communication, making personalized feedback impractical.
C. It encourages active participation and group discussions: Lectures are typically passive, focusing on information delivery rather than active engagement.
D. It focuses on hands-on learning experiences: The lecture method is not designed for experiential or practical learning; it emphasizes theoretical understanding.
What is the first step in developing an effective performance improvement plan (PIP) for an employee
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Establish a timeline for the performance review process
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Identify the specific performance issues or behaviors that require improvement
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Outline the consequences for failing to meet performance standards
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Provide the employee with a list of resources for self-improvement
Explanation
Correct Answer B. Identify the specific performance issues or behaviors that require improvement
Explanation:
The initial step in creating a performance improvement plan (PIP) is to clearly identify and define the performance issues or behaviors that need addressing. This ensures the PIP is focused, actionable, and tailored to the employee's needs for improvement.
Why other options are wrong:
A. Establish a timeline for the performance review process: While important, this is a subsequent step after defining the issues.
C. Outline the consequences for failing to meet performance standards: This is typically addressed later in the PIP process, not at the start.
D. Provide the employee with a list of resources for self-improvement: Resources are provided as part of the action plan, which comes after identifying the performance issues.
What is a critical responsibility of supervisors in the performance management process
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To provide ongoing feedback and support to employees
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To conduct annual performance reviews without prior discussions
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To set vague and ambiguous performance expectations
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To delegate all performance-related tasks to HR
Explanation
Correct Answer A. To provide ongoing feedback and support to employees
Explanation
Supervisors play a key role in performance management by offering regular feedback and support, which helps employees improve their performance and stay aligned with organizational goals.
Why other options are wrong
B. To conduct annual performance reviews without prior discussions: Annual reviews should be supported by continuous communication throughout the year.
C. To set vague and ambiguous performance expectations: Clear and specific expectations are essential for effective performance management.
D. To delegate all performance-related tasks to HR: Supervisors are directly responsible for managing their team's performance, not HR alone.
Which of the following characteristics best describes the learning preferences of Baby Boomers in a training environment
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Prefer self-paced online courses with minimal interaction
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Respond positively to structured training materials and interactive group activities
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Favor informal learning through social media platforms
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Are primarily motivated by competitive training environments
Explanation
Correct Answer B. Respond positively to structured training materials and interactive group activities
Explanation:
Baby Boomers tend to value well-organized and structured learning materials. They also appreciate interactive group activities that allow collaboration and shared learning, reflecting their preference for interpersonal engagement and clear objectives.
Why other options are wrong:
A. Prefer self-paced online courses with minimal interaction: This aligns more with Generation X and Millennials rather than Baby Boomers, who often value face-to-face interactions.
C. Favor informal learning through social media platforms: This is more characteristic of younger generations, such as Millennials or Gen Z.
D. Are primarily motivated by competitive training environments: Baby Boomers typically prioritize collaboration and shared success over competition.
The "pilot program" should be offered in a(n) environment.
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Adaptive
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Monitored
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Controlled
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All of the above
Explanation
Correct Answer D. All of the above
Explanation:
A pilot program should be conducted in an environment that is adaptive (able to incorporate feedback and changes), monitored (to track outcomes and identify issues), and controlled (to maintain consistency and reduce variables). This ensures the program is tested effectively before full implementation.
Why other options are wrong:
A. Adaptive: While adaptability is important, it alone does not provide the structure needed for evaluating a pilot program.
B. Monitored: Monitoring alone is insufficient without the flexibility of adaptation or the stability of control.
C. Controlled: Control is essential but must be complemented by adaptability and monitoring for comprehensive testing.
Which of the following are NOT ways to conduct an effective performance review session
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Set the stage carefully
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Actively listen to the perspective of the ratee
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Discuss only areas in which the ratings are positive
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Keep effective records
Explanation
Correct Answer C. Discuss only areas in which the ratings are positive
Explanation
Effective performance reviews require a balanced discussion, including both strengths and areas for improvement, to foster growth and address performance gaps. Focusing only on positive aspects limits the opportunity for meaningful feedback.
Why other options are wrong
A. Set the stage carefully: Creating an appropriate environment is essential for an effective performance review session.
B. Actively listen to the perspective of the ratee: Listening to the employee's perspective ensures engagement and a two-way conversation.
D. Keep effective records: Proper documentation helps track progress and ensures consistency in performance management.
An experienced employee who serves as a counselor to a person less experienced is called a ____
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Co-worker
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Mentor
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Manager
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Senior employee
Explanation
Correct Answe B. Mentor
Explanation
A mentor is an experienced professional who provides guidance, advice, and support to a less experienced individual, helping them develop their skills and navigate their career.
Why other options are wrong
A. Co-worker: A co-worker is simply a peer in the workplace and may not provide mentorship.
C. Manager: A manager oversees and directs employees but does not necessarily take on a mentorship role.
D. Senior employee: While a senior employee may have more experience, the term does not imply a formal mentorship relationship.
A development approach that provides personal and direct support to individuals as they achieve a specific competence
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Coaching
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Processing
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Performance
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Self-serving bias
Explanation
Correct Answer A. Coaching
Explanation
Coaching is a development approach that involves one-on-one guidance and support to help individuals develop specific skills, achieve goals, and improve their performance.
Why other options are wrong
B. Processing: This is not a development approach; it typically refers to handling or analyzing information.
C. Performance: This refers to the outcome or results of tasks, not a method of development.
D. Self-serving bias: This is a psychological concept, not a development approach.
Which of the following strategies is most effective in enhancing the enjoyment of training sessions for adult learners
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Incorporating interactive activities that promote engagement
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Providing lengthy lectures without breaks
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Focusing solely on theoretical concepts
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Limiting participant interaction to maintain control
Explanation
Correct Answer
A. Incorporating interactive activities that promote engagement
Explanation
Interactive activities, such as group discussions, role-playing, or hands-on exercises, encourage active participation and help adult learners stay engaged and enjoy the training process.
Why other options are wrong
B. Providing lengthy lectures without breaks: Long lectures without breaks can lead to disengagement and fatigue among learners.
C. Focusing solely on theoretical concepts: Overemphasizing theory without practical application can make training sessions less engaging and harder to relate to real-world contexts.
D. Limiting participant interaction to maintain control: Restricting interaction can reduce engagement and hinder collaborative learning opportunities.
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