1. Creating the learning environment involves 4 steps. Following training content delivery (via hear, see, and/or do methods), training should:

A. Allow time for presenting the training objective

B. Ask trainees to evaluate the delivery method

C. Give trainees opportunities to practice and receive feedback

D. Have a break for coffee and donuts

2. ____ refers to trainees' perceptions about a wide variety of characteristics of the work environment, such as opportunity to use learned capability, technological support, and manager support, that facilitate or inhibit use of trained skills or behavior back on the job (after training has occurred).

A. Information absorption

B. Training application

C. Cognitive adoption

D. Transfer of training

E. Climate for transfer

3. Which of the following is a TRUE statement about learning or performance orientation?

A. Learning orientation hurts transfer of training/learning

B. Performance orientation benefits transfer of training/learning

C. Learning orientation benefits transfer of training/learning

D. Neither orientation is beneficial for transfer of training/learning

E. Both orientations are beneficial for transfer of training/learning

4.When selecting a training content delivery method (from among the combinations of "seeing, "hearing, and/or doing"), it is critical to consider how similar the training is to the real task setting. As we discussed in class, it is also critical to consider all of the following, EXCEPT:

A. How much control the trainer has over the selection of the method

B. How many trainees can participate at once

C. How expensive the training method is

D. How much control trainees have over the pace of instruction

5. Which of the following is TRUE about overlearning?

A. It is the tendency of the trainee to be reliable, hardworking, self-disciplined, and persistent.

B. It is the desire of the trainee to learn the content of the training program.

C. It is the act of practicing new skills beyond the point of proficiency

D. It is a statement of an employee's work activity in a specific job.

E. It is the employee's belief that he/she can successfully learn the content of a training program.