TRAINING AND DEVELOPING, Unit III assessment

Take Test: Unit III Assessment
Content
Question Completion Status:
Question 1
The _____ approach identifies the various work activities required to
successfully perform a job.
PAQ
task-oriented(dung)p.109
worker-oriented
Both A & C

4 points
Question 2
When a KSA deficiency is determined what is the appropriate response.
training
job aid
practice
Any of the above depending on the circumstances (dung)p.128

4 points
Question 3
Organizational analysis should focus on
mission and capital resources.
job analysis.
human resources and organizational environment.
both A & C.OKdung)p.103
all of the above.

4 points
Question 4
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Performance appraisals are almost always completed by
peers and self.
360 degree feedback.
supervisors.(dung)p.120
work planning and review.

4 points
Question 5
In ________ competencies are defined as "a cluster of related knowledge,
skills, and attitudes that differentiate high performers from average
performers."
North America OK
O

United Kingdom
Australia
both A & B
all of the above

4 points
Question 6
Which of the following focuses on an anticipated performance problem in the
future?
The PAQ
A reactive TNA
A proactive TNA(dung)p,140
Work sampling

4 points

Question 7
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The selection process of incumbents in operational analysis should be
performed by
A supervisor.
The manager of the organization.
A head hunter.
A job analyst(dung)p.103 and 108

4 points
Question 8
_____ involves looking at all the influences that could affect employee
performance in the organization and determining their fit within organizational
goals and objectives.
Performance analysis
Operational analysis
Goals analysis
Organizational analysis
(dung)p.102
Personnel analysis

4 points
Question 9
A good HRIS should provide information on
Previous positions individuals have held
Training that individuals have received

Performance levels
All of the above p.119(dung)

4 points

Question 10
A competency based approach focuses on
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Knowledge and skills.
Attitudes and personality.
All characteristics that underlie successful performance.
(dung)p.116
Motivational characteristics

4 points
Question 11 30 points
Discuss the proactive approach and the reactive approach to TNA.
According to Blanchard and Thacker, A training needs analysis (TNA) is a systematic
method for determining what caused performance to be less than expected or required.
Performance improvement is the focus of training. Training need analysis (TNA) can have many
benefits. First, to improve the process which results in spending less time to fix the employee’s
mistake and the information can be accessed faster than before. Second, to reduce the cost which
is used to pay for staff turn over and recruitment is necessary. In addition, when staff works more
efficiently, it will increase the productivity as well as the money paid for maintenance. Blanchard
and Thacker mention that there are two approaches to TNA which are called: proactive and
reactive.
The proactive TNA focuses on foreseeing the performance problems which may occur in
the future in companies. Therefore, strategic plans can be created and applied to help employees

handle these changes (Blanchard and Thacker, 2010). For example Heinz, a food manufacturer,
when they decided to use a higher technology to produce the ketchup, they did the training
before the new machine was bought. In the proactive TNA, the manager will need to conduct
three analyses (Blanchard and Thacker, 2010), they include:
The organization analysis: the proactive begins with the plan in order to help the
organization adapt the expected changes and new objectives.
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The operational analysis: job analysts collect information on the current and future tasks
to identify the KSAs required to perform effectively in different areas such as societal values,
political and legal issues, economics, market, labor, and technology, and also how those changes
would affect the fob in question.
The person analysis: the evaluation can be identical for the proactive and reactive, and
the provided information must be applicable.
The reactive TNA focuses on identifying the current problems in the job performance and
determine if the training is needed. Example may include new technology, high staff turnover,
high accident rate, increasing customer complaints, and poor management practices. In the
reactive TNA, the organization analysis, operational analysis, and person analysis are also
conducted, however it only focuses on one particular department or the issue on a particular part
of the job (Blanchard and Thacker, 2010)
The organizational analysis: This analysis deals with a KSA problem and additional
roadblocks might exist that would hinder performance even if the KSAs were learned.
The operational analysis/person analysis: these analyses are conducted to identify the
cause of the current gap between expected performance (EP) and actual performance (AP).
In short, Blanchard and Thacker believe (2010) that with proactive TNA, the focus is on
planned changes to jobs and performance expectations while the reactive TNA is far more
common and is a response to a current PC because the TNA needs to be completed more quickly
because the gap is already affecting productivity.
Reference

Blanchard, N.P., & Thacker, J. (2010). Effective training, systems, strategies and practices
(Custom 4th ed.). Upper Saddle River, NJ: Prentice Hall.

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Question 12 30 points
Define criterion deficiency and criterion contamination.
Criteria are not only created for orientation purposes of training programs but also used
as a measure of training success. According to Blanchard and Thacker (2010), criterion
deficiency is the portion of the ultimate criterion that is not measured by the actual criterion
while criterion contamination is the portion of the actual criterion that is not related to the
ultimate criterion. Training organizations and trainers should consider limiting the scope of
criterion deficiency and criterion contamination at minimum level because they concern these
kinds of criteria could create for unsuccessful training results due to cannot reach their ideal
goals. The majority proportion of these factors will create bad results for the training programs,
their valuable expenses and time spent have gone for nothing.
Blanchard and Thacker (2010), criterion deficiency which should have achieved as
planned is unreachable. During the training program, criterion deficiency can be external factors
such as noise of the plant, climate in the plant some types of spare part require to be machined,
etc. These factors could be accepted as minor errors.
Blanchard and Thacker (2010) indicate that criteria contamination, this part of the reality
criterion does not overlap with the ultimate criterion. There are two main categories of
contamination are error and bias. Error is random variation and it is not correlated with anything.
Bias is more concerned than error. However, if the error is too large, it can be a problem. The
high error content can be caused by poorly trained evaluators or poor facilities of training room
(Blanchard and Thacker, 2010). Error can be by out of controlling. But bias can be foreseen by
reviewing the criteria by group taking to limit mistakes. There are four sources of such bias

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which are opportunity bias, group characteristic bias, bias in ratings, and knowledge of predictor
bias.
Criteria contamination, this part of the reality criterion does not overlap with the ultimate
criterion, its categories are error and bias. Error is ransom variation and don’t meet any
expectations of event, or not effect to the event result. This most concerning is bias (Blanchard
and Thacker, 2010).The training result can be high effective if it causes by poor facilities of
training room or trained evaluators. Error can comes by out of controlling, but bias can be
foreseen by reviewing the criteria by group taking to limit mistake. Bias includes three subcategories such as opportunity bias, group characteristic bias, and bias in performance ratings
(Blanchard and Thacker, 2010). Blanchard and Thacker (2010) show that opportunity bias occurs
when certain individuals have some advantage that provide them with a higher level of
performance, irrespective of their own skill level. Group characteristic bias happens if the group
creates higher (or lower) performance, regardless of an individual’s capacity. Bias in
performance ratings is another possible contamination which is correlated with variables used by
raters in their subjective judgments. The final possible contamination is knowledge of predictor.
The criterion for success in training program could be thought of as a predictor of later
performance on the job.

Reference
Blanchard, N.P., & Thacker, J. (2010). Effective training, systems, strategies and practices
(Custom 4th ed.). Upper Saddle River, NJ: Prentice Hall.
.

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criterion contamination exists whenever nonperformance factors influence the job performance
scores assigned to individuals ( Borman, 1991 ). These nonperformance factors can take the

form of a systematic bias such as leniency effects , or can be random, such as measurement
error ( Muchinsky, 1995 ; see reliability ). Because contamination lowers construct validity ,
criterion contamination and criterion relevance are inversely related, such that increasing

contamination decreases relevance. ( 1991 ). Job behavior, performance, and effectiveness . In ,
Handbook of Industrial and Organizational Psychology , 2nd edn , vol. 2 . Palo Alto, CA :

Consulting Psychologists Press , pp. 271 – 326 . ( 1995 ). Psychology Applied to Work . Pacific
Grove, CA : Brooks/Cole . ... log in or subscribe to read full text

criterion deficiency implies that the measures used to assess job performance fail to assess one
or more aspects of the criterion domain considered to be part of the conceptual criterion. For

instance, deficiency would exist if a component of the job of secretary is word processing and
there is no criterion measure which assesses competency in performing word‐processing tasks.

Thus, increases in deficiency imply decreases in criterion relevance ( Borman, 1991 ). Examining
for deficiency requires that the content validity of the criteria be considered. ( 1991 ). Job

behavior, performance, and effectiveness . In , Handbook of Industrial and Organizational
Psychology , 2nd edn , vol. 2 . Palo Alto, CA : Consulting Psychologists Press , pp. 271 – 326

c

RITERION CONTAMINATION: "Criterion contamination is used sometimes to determine what
outcomes would be if a certain factor were manipulated

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