1. In step one of the training process, we conduct a _________ to determine what training is necessary to improve performance.
A. needs assessment B. return on investment C. metrics analysis D. quarterly audit E. training audit
2. If a ________________ is not done correctly, a training course may be poorly designed, or it may cover the wrong information.
A. new hire survey B. metrics analysis C. personality inventory D. needs assessment E. training audit
3. What psychological characteristic determines whether a person believes that he or she has the capability to do something or attain a particular goal?
A. Temperament B. Goal matching C. Self-efficacy D. Achievability E. Personal choice
4. Readiness for training is a combination of:
A. concern and empathy. B. ability and willingness. C. opportunity and conscientiousness. D. socialization and guidance. E. support and ability.
5. _____________ refers to the employee’s ability and willingness to learn.
A. Employee self-efficacy B. Employee readiness C. Employee capability D. Employee desire E. Employee requirement
6. “I don’t think anything is wrong with our current process. Why learn a new process?” is the type of statement employees would say if they were ___________ to learn.
A. unwilling B. unable C. pretending D. procrastinating E. determined
7. _____________ is defined as any relatively permanent change in behavior that occurs as a result of experience or practice.
A. Ability B. Determination C. Self-efficacy D. Learning E. Determination