aPHR learning and development, the models

Which outcome is a primary goal of a new-hire orientation program?

1. Setting expectations and helping hires settle in
   Orientation sets expectations, builds early relationships, and helps the new hire adjust to the organization.
2. Deciding whether the job is exempt
   Exempt status is decided from the job's duties and pay before hiring, not during orientation.
3. Rating the new hire's job performance for the year
   Rating performance comes later, through the appraisal process, once the person has done the work.
4. Setting the new hire's pay grade
   Pay grades come from job evaluation and the pay structure, and are fixed before the offer.

In the ADDIE model, which phase identifies the training need, the audience, and the performance gap to be closed?

1. Development
   Development produces the training materials once the design is set.
2. Analysis
   Analysis comes first: it defines the need, the learners, and the gap that training should close.
3. Design
   Design comes after analysis and sets objectives, structure, and delivery methods.
4. Implementation
   Implementation delivers the training to learners.

As the first step of a training needs assessment, an HR team at Granite Health reviews the company's strategic goals, budget, and which departments are missing their targets. Which level of needs analysis is this?

1. Person analysis
   Person analysis looks at which individual employees need training.
2. Post-training evaluation
   Post-training evaluation happens after training, not during needs assessment.
3. Task analysis
   Task analysis breaks a job into tasks and the KSAs they require.
4. Organizational analysis
   Organizational analysis looks at strategy, resources, and where in the organization training is needed.

In the KSA framework, which of these is a skill rather than knowledge or an ability?

1. A natural capacity for spatial reasoning
   An enduring capacity such as spatial reasoning is an ability.
2. Knowing the five phases of ADDIE
   Knowing a model's phases is knowledge, not a practiced proficiency.
3. Operating a forklift safely in a warehouse
   A skill is a learned, observable proficiency at a task, such as safely operating a forklift.
4. Understanding the company's leave policy
   Understanding a policy is knowledge: information a person knows.

Malcolm Knowles' theory that adults learn best when training is self-directed, builds on their experience, and solves real problems is known as what?

1. Pedagogy
   Pedagogy refers to teaching children, where the teacher directs what is learned.
2. Behaviorism
   Behaviorism explains learning through reinforcement of observable behavior, not adult self-direction.
3. Cognitivism
   Cognitivism focuses on mental processes such as memory and attention, not on adult learner traits.
4. Andragogy
   Andragogy is Knowles' model of adult learning: self-direction, experience, relevance, and a problem focus.

A new supervisor program at Ironwood Mills uses self-paced online modules followed by in-person workshops. Which training format is this?

1. Blended learning
   Blended learning combines online or self-paced components with in-person instruction.
2. Vestibule training
   Vestibule training uses a simulated work area set up away from the job.
3. Microlearning
   Microlearning delivers very short, focused lessons; it does not by itself mean mixing online and classroom formats.
4. Synchronous e-learning
   Synchronous e-learning is live online instruction; this program also has in-person workshops.

New pharmacy technicians at Corbin Drug practice filling orders at a mock pharmacy counter in a training room, using dummy medications and no real patients. What is this method called?

1. On-the-job training
   On-the-job training happens at the real workstation with real work; these trainees practice in a training room.
2. Role play
   Role play has trainees act out interpersonal situations; it does not need a mock workstation.
3. Vestibule training
   Vestibule training reproduces the work setting away from the job so trainees can practice safely.
4. Job rotation
   Job rotation moves employees through different jobs; it is not a simulated practice area.

In a supervisor workshop, one participant acts as a manager delivering a corrective conversation while another acts as the employee, and peers give feedback. Which training technique is this?

1. Vestibule training
   Vestibule training simulates a physical work area and equipment, not a conversation.
2. Lecture
   A lecture presents information from a speaker with little practice.
3. Case study
   A case study asks learners to analyze a written scenario, not to act it out.
4. Role play
   Role play has trainees act out realistic interpersonal situations to practice skills and get feedback.

What is the strongest reason for a company to use an external training provider instead of building a course in-house?

1. The content must reflect the company's own procedures
   Content built around internal procedures is a reason to train in-house, where those procedures are known.
2. The expertise needed is not available inside the company
   External providers make sense when the subject matter expertise does not exist internally.
3. The material includes confidential company information
   Confidential material is a reason to keep training in-house, not to send it out.
4. The company already has skilled trainers on staff
   Having skilled internal trainers favors in-house delivery.

The ADKAR change model lists five outcomes a person needs to change successfully. Which comes first?

1. Awareness
   ADKAR starts with Awareness of why the change is needed, followed by Desire, Knowledge, Ability, and Reinforcement.
2. Ability
   Ability to put the change into practice is the fourth element.
3. Desire
   Desire to support the change is second; it follows awareness of why the change is needed.
4. Knowledge
   Knowledge of how to change is the third element.

Before switching to a new timekeeping system, managers at Copperline Utilities share data on payroll errors from the old system and explain why it cannot continue. Which stage of Lewin's change model is this?

1. Changing
   Changing is when the new system is actually introduced.
2. Reinforcement
   Reinforcement is the last element of ADKAR, not a Lewin stage.
3. Refreezing
   Refreezing comes last and locks in the new behaviors.
4. Unfreezing
   Unfreezing prepares people for change by showing why the current way of working must end.

At the end of a workshop, participants fill out a form rating the trainer, the materials, and how useful the session felt. Which Kirkpatrick level does this measure?

1. Level 2: Learning
   Level 2 measures what knowledge or skill was gained, usually with tests.
2. Level 4: Results
   Level 4 measures business outcomes such as quality, sales, or turnover.
3. Level 1: Reaction
   Level 1 measures how participants felt about the training, often with an end-of-session 'smile sheet'.
4. Level 3: Behavior
   Level 3 measures whether people apply the training on the job, weeks or months later.

A customer service course at Ironwood Mills cost $12,000 in vendor fees and $3,000 in trainer time. Thirty employees attended, and 25 passed the final quiz. What was the cost per participant?

1. $500
   Cost per participant = total cost ÷ participants = ($12,000 + $3,000) ÷ 30 = $500.
2. $400
   $400 counts only the vendor fees ($12,000 ÷ 30) and leaves out trainer time.
3. $600
   $600 divides by the 25 who passed; cost per participant divides by everyone who attended.
4. $100
   $100 counts only trainer time ($3,000 ÷ 30).

A senior engineer at Brennan Aerospace meets monthly with a junior engineer for two years, offering career advice and helping her build a professional network. What is this relationship?

1. Buddy system
   A buddy is a peer who helps a new hire settle in during the first weeks, not a two-year career guide.
2. Mentoring
   Mentoring is a longer-term relationship in which an experienced person guides someone's career growth.
3. Cross-training
   Cross-training teaches an employee to do another job; it is not a career relationship.
4. Performance improvement plan
   A PIP is a formal plan to fix a performance problem, not a career relationship.

A one-page laminated checklist posted beside a packaging machine walks operators through each changeover step, so they do not have to memorize the sequence. What is this tool called?

1. Job aid
   A job aid is a reference tool, such as a checklist, used at the point of work so steps need not be memorized.
2. Lesson plan
   A lesson plan is the trainer's guide for delivering a session, not a tool operators use on the job.
3. Participant workbook
   A participant workbook is used during a course, not posted at the machine for daily work.
4. Learning contract
   A learning contract is an agreement between learner and trainer or manager on learning goals.