Training and Development
Training and Development Quiz
Test your knowledge in the field of training and development with our comprehensive quiz! This self-assessment tool is designed to enhance your understanding of adult learning principles, training techniques, and evaluation methods.
Whether you're an educator, HR professional, or simply interested in personal growth, you'll find valuable insights in our questions. Key topics include:
- Learning opportunities for employees
- Transfer of training concepts
- Bloom's Taxonomy and its applications
Which word refers to the learning opportunities designed to help employees grow?
Training
Development
Education
Facilitation
What is training most effective in resolving?
Skill gaps
Attitudinal problems
Poor motivation
Attendance issues
The term which describes long term training which includes a combination of both on-the-job and in-class training is:
Mentorship
Computer based training
Vestibule
Apprenticeship
The phrase "transfer of training" refers to:
Moving training schedules around to accommodate production concerns.
Freely sharing written training material with colleagues.
Acquiring and evaluating skills during a training course.
Implementing and maintaining new knowledge and skills back in the workplace.
A key principle of adult learning suggests that adults:
Are keenly open to change.
Tend to be problem centered
Do not need theoretical knowledge, just practical applications.
Prefer a relaxing "lecture style" training delivery.
The diagnostic process of needs assessment often starts with:
A job analysis
A gap analysis
A concern
An organisational audit
One of the differences between pedagogy and andragogy is that:
Adult motivation is primarily intrinsic not extrinsic.
Adults are keenly receptive to change
Adults are oriented to learning using a subject centered approach.
Adult motivation is primarily extrinsic and not intrinsic
Large scale training initiatives such as health and safety training are likely the result of needs analysis at:
The job analysis level
The organisational analysis level
The personnel analysis level
The individual analysis level
When structuring training objectives, the trainer should:
Give trainees a clear understanding of what to expect
Isolate all learning objectives in a single learning domain
Encourage trainees to evaluate whether they can omit certain course objectives
Give trainees an idea of the course duration.
Bloom's Taxonomy divides specific learning objectives into these three categories of educational objectives:
Knowledge, comprehension and application
Cognitive, affective and psychomotor
Affective, knowledge and application
Cognitive, psychomotor and application
The cognitive domain hierarchy of learning starts with:
Knowledge
Receiving
Perception
Motivation
Which of the following matching pairs is correct?
Affective- feelings and attitude; cognitive- mental skills and knowledge
Cognitive-feelings and attitude; affective- mental skills and knowledge
Psychomotor--physical movement and motor skills; affective-mental skills and knowledge
Psychomotor-mental skills and knowledge; affective-physical movement and motor skills
This learning objective "develop lesson plan or outline" is, at the highest level, primarily under the _________ domain and the ________level.
Cognitive-synthesis
Psychomotor-guided response
Cognitive-comprehension
Affective- feelings, attitudes and emotions
Evaluation of training programmes to determine how the process and outcomes can be improved is:
Summative evaluation
Formative evaluation
Net cost analysis
Both summative and formative evaluation
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