1) A planned learning experience intended to enhance competence, expertise, aptitude, and performance in a current job. a) TRAINING b) DEVELOPMENT 2) A planned learning experience designed to enhance and improve competencies for a possible future task. a) TRAINING b) DEVELOPMENT 3) Training plays a key role in sustaining and reinforcing core competencies. ‎ a) TRUE b) FALSE 4) Training is not increasingly indispensable for firms to stay competitive. ‎ a) TRUE b) FALSE 5) This step immediately follows the central needs analysis and focuses on breaking down the required job or skill. a) Organize Training Content b) Analyze Training Task 6) The step that involves deciding how the training will be conducted (e.g., lecture, simulation, hands-on). a) Determine Training Methods b) Develop Training Objectives 7) Begin by writing down the purpose of the training, then indicate what you expect the trainees should know, what behavior should be improved, and what skills should they acquire and develop after the training. a) Formulate Learning Objectives b) Prepare a Detailed Task Analysis 8) Choose procedure that will fit the needs of you trainees, such as the interactive type, lecture, group discussion, digital applications, or a combination of each and other techniques. a) Implement the Program b) Decide what Training Methods to Use 9) Trainees read a real business problem, discuss it, and find a solution to practice decision-making. a) Case Study Method b) Management Games 10) Meetings where managers learn by listening to experts, sharing ideas, and doing hands-on activities. a) Role Play b) Symposiums, Conferences, Workshops

TRAINING AND DEVELOPMENT | GROUP 4

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