Employee Development

Seite 1

Q. What is the first step in developing a leadership program?

Develop a needs assessment

Engage leaders in conversation about their jobs

Review the job description of the training recipient

Identify leadership styles

Solution: The correct answer is A.

The first step in developing any training program is to determine what problem you are trying to solve. What are the gaps between current and desired performance? To develop a leadership program, you must first understand what training is needed. A needs assessment is a tool used to systematically determine what training is needed to achieve the desired performance.

Seite 2

Q. Based on Kirkpatrick's Model of Evaluation, what would indicate training effectiveness at the results level?

A pre- and post-test showing growth

An ROI shows a positive correlation

Observed application of training

Positive employee feedback

Solution: The correct answer is B.

There are 4 levels of Kilpatrick's Model of Training Effectiveness. Level 1: Reaction (did participants like the training?) e.g. Positive employee feedback. Level 2: Learning (did participants' knowledge, skills, etc. improve as a result of the training?). e.g. A pre- and post-test showing growth. Level 3: Behavior (are trainees applying what they learned on the job?) e.g. Observed Application of Training. Level 4: Results (are there tangible business results?) e.g. An ROI shows a positive correlation.

Seite 3

Q. Correcting or redirecting poor performance may be difficult primarily because:

most organizations lack time for training.

positive reinforcers for good behavior are limited.

it requires commitment from the employee.

most organizations cannot provide incentives.

Solution: The correct answer is C.

Unless employees care about performing well, securing their employment and are committed to the organization, any effort to improve performance will be futile. Time to train is less of a concern than commitment. Also, a poor performing employee should not be incentivized to perform well. Incentives are intended for above average performance. Positive reinforcement is the process of recognizing and rewarding a desired behavior to ensure its continuance. The techniques for positive reinforcement are plentiful and would be useless on employees who are not committed because the performance has to improve to receive the positive reinforcement.