Training Development Process Quiz

A statement about the learner's expected performance after completing training, including the conditions (context) and performance standard.

A process to determine if training is needed or not, done by evaluating empirical data such as test scores, projects, and observed behavior.

A process used to determine what should be taught, by collecting data on the knowledge and skills needed to perform the job safely.

A method of collecting data about training effectiveness by asking trainees or their supervisors their opinions about the training.

A method of collecting data involving direct observations of trainees' performance, such as test scores or on-the-job behavior.

A process of finding solutions to performance problems, which may or may not involve training.

Evaluating employees or their managers to determine if training is needed to solve performance issues.

Process of gathering information about the audience to tailor training effectively.

A type of document that outlines the steps involved in a task, identifying potential hazards and safety precautions.

A graphical representation of how learning progresses over time. Typically shows rapid improvement followed by slower growth.

A technique used to link new information to something learners already know, improving comprehension and retention.

Presenting key information at the start of a lesson to provide context and a framework for understanding.

Utilizing visuals and comparisons to illustrate new concepts and their relationship to existing knowledge.

Training programs should be carefully designed to ensure that they effectively address performance issues or knowledge gaps.

Before implementing training, consider all possible solutions, including non-training approaches, to address the underlying problem.

A team structure aimed at achieving goals through efficient task completion and results orientation.

The development stages a team goes through: forming, storming, norming, and performing.

A structured approach to managing safety aspects within a company, similar to managing other operational areas.

How a group functions - including communication, decision making, and conflict resolution - as opposed to the content of their work.

An exercise that helps group members get to know each other, understand their goals, and share something personal.

The expense involved in implementing a specific training method.

The amount of information remembered after training.

A training method where employees learn by doing actual work tasks under the guidance of a supervisor or experienced worker.

A training method that involves structured sessions in a classroom setting with an instructor.

A training method delivered electronically, often through a computer or mobile device. It allows learners to access materials and interact with the content at their own pace.

Training that is designed for a specific topic or task and often comes as a pre-packaged solution.

The cost of training that varies depending on the number of students participating.

The cost of training that stays relatively the same, regardless of the number of participants.

The expense involved in using company equipment during training.

The cost of preparing and setting up a classroom environment for training.

Assessing your training program to see if it's achieving its goals. It happens after you've finished the program.

Gathering information during the development of a training program. It helps you make changes while the course is still in progress.

A thorough look at your training program, examining all aspects from input to output. Input: Trainer, location, materials, etc.

The return on investment for your safety training: How much is it saving you in accidents and injuries?

Find out what employees are actually learning from training.

Identifying and addressing the missing pieces in your training curriculum.

Assessing how satisfied employees are with their training experience.

Evaluating the effectiveness of training by observing changes in employee behavior.

Measuring how the training has impacted productivity and goals achieved.

The overall success of your training program, measured by its effectiveness in achieving its objectives.