Test Bank For Human Resource Development 6th Edition by Jon M. Werner

CHAPTER 3—LEARNING AND HRD

TRUE/FALSE

1. Trainability is influenced by all of the following factors: motivation, ability and your level of education:

ANS: F PTS: 1 DIF: Easy REF: Page 72

Communication | HRM Bloom’s: Knowledge LO-5

2. Learning is defined as a permanent change in behavior, cognition or affect.

ANS: T PTS: 1 DIF: Easy REF: Page 68

Communication | HRM Bloom’s: Knowledge LO-1

3. Learning is defined a short-term change in behavior:

ANS: F PTS: 1 DIF: Easy REF: Page 63

Communication | HRM Bloom’s: Knowledge LO-5

4. Overlearning – learning something beyond the point of mastery is always a waste of time.

ANS: F PTS: 1 DIF: Easy REF: Page 78

Communication | HRM Bloom’s: Knowledge LO-4

5. Component task achievement means that each task must be fully completed before the entire task is performed correctly.

ANS: T PTS: 1 DIF: Easy REF: Page 70

Communication | HRM Bloom’s: Knowledge LO-1

6. Experiencing negative events on the job prior to training can have a negative impact on a person’s performance in a training program.

ANS: T PTS: 1 DIF: Easy REF: Page 73

Communication | HRM Bloom’s: Knowledge LO-2

7. Interference refers to things you learned before the training session or information received after the training.

ANS: T PTS: 1 DIF: Easy REF: Page 80

Communication | HRM Bloom’s: Knowledge LO-5

8. An example of stimulus variability would be allowing the trainees to practice on different types of stoves they may be asked to cook on at work.

ANS: T PTS: 1 DIF: Easy REF: Page 82

Communication | HRM Bloom’s: Knowledge LO-5

9. ATI is the attitude treatment interaction theory

ANS: F PTS: 1 DIF: Medium REF: Page 86

Communication | HRM Bloom’s: Knowledge LO-6

10. Gerontology is the study of old age and aging.

ANS: T PTS: 1 DIF: Easy REF: Page 91

Communication | HRM Bloom’s: Knowledge LO-6