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WGU C235 TRAINING AND DEVELOPMENT EXAM STUDY GUIDE
COMPLETE 500 QUESTIONS WITH CORRECT DETAILED ANSWERS
LATEST UPDATE THIS YEAR - JUST RELEASED
According to the stages of HR Competency, developing credibility and a reputation are both parts of what stage?
- Influencing
- Mastering
- Applying
- Acquiring
- Applying
Which of the following is the responsibility of line management and not the human resources department?
- Coordinates career planning and employee development efforts
- Prepares knowledge and skill training materials
- Provides feedback on the effectiveness of formal training efforts
- Provides input and expertise for individual and organizational development efforts
- Provides feedback on the effectiveness of formal training efforts
The goal of needs assessment is to:
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I: Determine whether a training need exists
II: Who it is that needs the training
III: Where in the organization the need exists
IV: Exactly what kind of training is needed
- I, III, and IV
- I, II, and IV
- I, II, and III
- I, II, III, and IV
- I, III, and IV
What are the three levels of needs assessment?
- Behavior, organizational, and analysis
- Analysis, implementation, and feedback
- Organizational, task, and person
- Task, behavior, and feedback
- Organizational, task, and person
A learning objective should be a/an ________ objective.
- Performance
- Behavior
- Obtainable
- Skill
- Behavior 2 / 4
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3 What can be the most powerful kind of feedback for learning?
- Positive
- Reflection
- Observation
- Negative
- Observation
Aligns human capital with organizational objectives and strategies:
- Company mission statement
- Human Resource Management
- Upper-level management
- Training and Development
- Human Resource Management
Tactic knowledge, education, and experience are all examples of:
- Intellectual capital
- Organizational capability
- Human capital
- Social capital
- Human capital
Sustainable competitive advantage is built upon:
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- Organizational commitment
- Intangible resources
- Business strategy
- Training and development
- Training and development
Concrete experience, reflective observation, abstract conceptualization, and active
experimentation are all examples of:
- Learning approaches
- Learner characteristics
- Learning styles
- Learner categories
- Learning approaches
In order to be ready for training, trainees need high self-efficacy. In other words, trainees
need:
- The motivation and determination to make the training beneficial
- Personal ambitions and goals
- To feel they are of worth to the company
- To believe they are capable of learning the material
- To believe they are capable of learning the material
Training and development methods can be divided into three categories:
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