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Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program?

Some of the objectives of the training course should include:A. memorization. B. computerized testing.C. teaching upper-level skills as well as lower- level skills from the cognitive/knowledge and affective/attitude categories. D. hot-seating, or asking students questions in class to test their knowledge of the material.In the past, managers did not spend much time training new salespeople on ethics. Now, training in ethics: A. takes longer than training on basic sales techniques. B. is more extensive than training on what the product is. C. teaches salespeople to promote the ethical practices of the company to customers. D. exposes the questionable side of proper sales behavior.Companies that ask new hires to do on-the-job training, or shadowing to shadow current sales reps, intend for the new hires to: A. skip traditional training classes. B. model the behavior of the experienced salespeople. C. memorize everything the current sale rep does to replicate it perfectly. D. critique the current rep’s performance as part of a two-way training assessmentWhat are the three levels of information that need to be considered when determining training objectives? A. Organizational, ability, and assessment B. Organizational, sales, and ability C. Organizational, task, and individual D. Knowledge, task, and skillsA training assessment determines: A. how well the training was conducted. B. how well the attendees retained what they learned in the training. C. how things could be improved for the next time. D. what topics need to be covered in a training program.When salespeople give new technology an honest try but ultimately reject it, it is usually because: A. they are too old to learn to use computers. B. they are afraid of things they don’t understand. C. they will not be penalized for refusing the technology. D. the technology is a poor fit for what the salespeople actually need.Bloom’s cognitive/knowledge categories teach skills that all have to do with dealing with and processing: A. information. B. analysis. C. intelligence. D. emotions.Utility that is: A. constantly evolving to yield better statistical models. B. not useful in and of itself. C. an extension of the results-based measures of assessment. D. under further study.Utility analysis is a method of examining the effectiveness of a training program that is: A. constantly evolving to yield better statistical models. B. not useful in and of itself. C. an extension of the results-based measures of assessment. D. under further study.Instructor-led, in-person training can be flexible and a good way for trainees to network, but it can also be: A. delivered on the Iinternet. B. condensed into podcasts or streaming video. C. the least expensive option for similar multiple trainings. D. boring and expensive to attend.Once it is determined that an employee needs some kind of training, the manager should write: A. to the training department to request it. B. up a disciplinary notice because the employee was not adequately prepared. C. back to the human resources department to follow up with them. D. an individualized training plan for the employee.At what time would an entire sales force, including both new hires and long-term employees, need training? A. At the beginning of the fiscal year B. At the end of a quarter with decreased sales C. When a new product is rolled out D. When a new sales manager is hiredThe skills taught in Bloom’s affective/attitude categories could also be described as being: A. preferences. B. intellectual options. C. analytical skills. D. social and communicative skills.All of the following are training methods that use the Iinternet EXCEPT: A. wikis. B. webinars. C. video live on demand. D. podcasts.In order to develop an effective training program for sales employees, companies must first determine: A. what is the actual need for training. B. who will receive the training. C. who will conduct the training. D. how the training will be delivered.A company that wants to prevent experienced salespeople from leaving the company at key career transition times can: A. offer a higher commissions than any other salesperson receives. B. redistribute sales territories to give the salespeople key accounts. C. have individual meetings with each salesperson to try to convince them to stay. D. provide upper-level sales training for the salespeople right at those transition times to encourage them to stay.In order to be able to develop, execute, and evaluate the training program, what has to be developed first? A. The learning objectives for the training B. The budget for the training C. The list of trainers who will perform the training D. The list of attendees who will attend the trainingWhat does learning transfer mean? A. Learning transfer is another phrase for learning objective. B. Learning transfer means that what is learned in a training program is retained and then applied in the field.C. Learning transfer means that the trainer is able to effectively transfer what is in his or head into the minds of the salespeople in the training.D. A learning transfer is a center staffed with trainers and all the equipment needed to run a company’s software and train salespeople on it.Which of the following is NOT one of the four types of feedback measure used to assess the success of a training program? A. Reaction B. Learning C. Behaviors D. AppraisalWhat is the most likely reason that companies run training programs that do not succeed? A. The company did not set specific objectives for the programs, so the programs weren’t targeted correctly. B. The company could not convince new salespeople to attend the trainings. C. The company did not budget enough time and human capital for the training programs. D. The company did not budget enough money for the training programs.

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