Questions and Answers of Training Kit Windows Server 2008 Enterprise Administrator

What can be done long before the trainee attends training to ensure that the trainee will be motivated to learn?
What is a learning objective? List and explain its three components.
In the chart below, identify from the column on the right which prescription fits with which of Gagne's nine events in the left-hand column. Write the appropriate Jetter in the middle column.
Is it attractive outcomes (valence), confidence in ability (Expectancy 1), or belief that it will result in the positive outcomes desired?From that information, is there any way you believe you could
What is your grade point average since you started your education at this institution? How hard do you work to maintain that average: 3 (very hard /hard), 2 (about average), and 1(enough to get by)?
Examine each of the five objectives below, and rewrite them using the criteria presented in the chapter Upon completion of training, the traineea. will be able to identify the different types of
You perhaps already noted that the learning objectives at the beginning of each chapter do not completely follow the three criteria we identified. They all describe the outcome in behavioral terms
Describe the advantages a small business has for facilitating the transfer of training
Design a training session following the implications of items 1-8.
Explain the design implications of the Gagne- Briggs theory of instruction, experiential learning, and social learning theory.
Identify the help that supervisors, peers, and trainers can provide back on the job to assist in the transfer of training.
Identify what to include in the design of training that will facilitate transfer of training to the workplace.
Use expectancy theory and the ARCS model to explain how to motivate a trainee to attend training
List the reasons that learning objectives are a benefit to the trainee, training designer, trainer, and training evaluator.
Identify at least three constraints a human resource development (HRD) department might face in the design of training, and what might be done to deal with each.
To obtain person analysis data, why not just use the performance appraisal completed by the supervisor? How can you obtain the best information possible if performance appraisal data must be used?
Describe how you would go about analyzing the future training needs of your university.
What are competencies, and why are they popular in training departments? How are competency models related to job analysis?
What is the difference between proactive and reactive TNA? When is proactive better?
What is the purpose of a TNA? Is it always necessary?
Talk to someone you know who is currently working and see whether it would be possible to do a TNA on a particular job classification or on that person's job. Even interviewing only a few employees
Do the same analysis for the job of student in another field and compare it with yours. Are the KSAs the same or different? Can you explain why?
In a small group analyze the job of a student. What are the duties and tasks required? From these tasks, list the KSAs the students need. Are any in your group deficient in any of these KSAs. Now
What else might Fred do before choosing a training package? Use information provided in Chapters 2, 3, and 4 to describe your approach. Make sure to provide enough detail to demonstrate your
List four ways a criterion can be contaminated.
Describe how to do a rapid needs analysis
Outline the rationale for using performance appraisal information for a needs analysis, and identify what type of performance appraisal method is appropriate.
List the nine events of instruction as outlined by Gagne and Briggs and indicate how you would use them in a training situation.
To gain a better understanding of the expectancy theory framework, let's go back to Claudia in the opening case. She was trying to decide whether to attend the executive development seminar as
The following steps provide practice in implementing a social learning strategy:• Consult with a friend, coworker, or fellow student to identify a target behavior that the person does not currently
Why do you think Rick was Jet go? How does reinforcement theory apply to the main characters in this situation? How does expectancy theory apply?
List 11 key principles for designing training effectively.
Explain what causes people to resist new learning.
Describe how the processes and components of social learn- ing theory can be used to make training effective.
Describe the factors that determine motivation to learn.
Explain the value and importance of theory in understanding what makes training effective.
What is the relationship between competitive strategy, external environment, and internal strategies?
Why do training p rofessionals need CM competencies, and why do CM professionals need trainer competencies?
Think of possible strategic training alternatives other than those described in the text.Under what conditions would these be important in developing a training strategy?
What factors might inhibit HRD managers from developing a strategic planning approach to training? How might these factors be overcome?
Form groups of three to five people, one of them having been provided with training by their employer within the last two years. Have this person explain the company's mission to the rest of the
Given the strategy, what tactical activities can the HR unit in general, and HRD specifically, develop to support the strategy?
Identify the type of structure Hershey currently uses. Describe the fit between the structure and the competitive strategy. Describe any structural adjustments Hershey should make to maximize the
What problems were associated with Trade Fund ing? How did blue chip alleviate these problems?
Describe Hershey's new strategy in terms of market position. Also, identify the type of external environment Hershey is operating in and the degree to which the strategy matches the environment.
Did Hershey follow the process outlined in Table 2.2 in successfully implementing their strategic plan? List what they d id and did not do. For anything they d id not do, can you identify any reasons?
What are the few key things that will determine whether we make it? How do we address and keep track of them?
How much detail do we need to provide so that eve,yone knows what to do? How do we make sure that eve,yone gets the information?
How should we organize ourselves to reach our goals and beat the competition?
What sort of ground rules should we be following to get the job done right?
Who is our compeution. and how can we beat them?
What are the key things we are t,ying to achieve?
Why are we in business?
If these materials are not specific to your organization. how will the trainer alter them to make them appropriate for your situation?
If the training is already developed, can the trainer show you materials. such as handouts. exercises, and videos?
How does the trainer go about developing a program. delivering training, or providing a training service? Can the trainer provide examples or an outline of his approach or process? Will this fit your
Can the trainer g,ve you names of and permission to contact the following people?• Trainees who received the training• The person who was the trainer's primary contact in the client
Can the trainer give you the names of people in these companies Who could speak knoWledgeably about the trainer's products and services?
Has the training been evaluated? If so, what levels of outcomes were evaluated, and what have been the results?
Has the trainer ever provided these particular training programs or services before?
What is the trainer's background (education. experience, etc.)?
Describe the field of change management and its relationship to training activities, including the value of cross training be- tween the two.
Define and provide an example that was not used in the text for each of the following:a. Each of the three types of knowledgeb. Each of the two levels of skillsc. An attitude
What are the ways in which training units can go about meeting the challenges they face, which were described in this chapter. Provide a rationale for your answers.
What are the significant legal issues that the training unit must take into consideration when conducting training activities? Describe how these issues might create challenges for HRD.
Consider the following problem-solving model. On the basis of the discussion in this chapter, describe how the training process model is or is not consistent with this model.Problem-Solving
Describe the relationship between the HR and the HRD functions in a large organization.How might a small organization handle the responsibilities of these two areas?
Each year a number of companies are identified as the "Best Training Companies." These organizations demonstrate a clear link between employee learning and performance across the enterprise. Conduct
Each year a number of companies are identified as the "Best Companies to Work For."Conduct a Web search to find a company that has recently made the list. See if there is information about the
Assume that you were hired to develop a training program for these CSRs. Write down what you believe are the four most important KSAs your training must address and your reasoning for selecting
Take the phases of the training model presented in the chapter and describe what was likely to have happened in the WakeMed case. Begin with the triggering event and provide a rationale for what
Why was it necessary for all those affiliated with WakeMed to have training at some level?
Would WakeMed have engaged in the highly infectious disease training without the recommendation of the CDC? What factors were pushing for and against the training?
Describe what types of education and/or certification is necessary for a career in training.
Identify the competencies required for a career in training.
Describe what types of jobs would typify a career in training.
Describe why the key issues below are important for training departments.• Technology advances• Changing demographics• Quality and continuous improvement• Legal issues
Identify an alternative training process model and compare it to the ADDIE model.
List and describe the interrelationships among the five phases of the ADDIE training process model.
Describe the components of a general open systems model.2. Describe how an open systems model applies to the training unit of an organization.
20.5 Your cash-strapped company is bidding for a badly needed contract. As the bid deadline nears, an employee of your nearest competitor pays you a visit. He says he will provide details of your
20.4 Southeby’s and Christie’s are the two largest upscale auction houses. Both enjoyed a growing business in the boom years of the late 1990s. In 2000, both firms were accused of price fixing.
20.3 Your emerging new company is selling a high-priced software system to the oil and gas industry. Each sale amounts to $100,000 or more. Your firm is scheduled to deliver a system next week to one
20.2 The global financial crisis in 2007-2010 drastically impacted the spending patterns of many businesses and industries. Select an industry, list specific spending changes that occurred during
2. Provide an outline of die presentation for describing your venture to investors.
18.4 The CEO of an early-stage software Company is seeking $5 million __ftm yenture capitalists. The reasonable projected net incomC-Qt$5 mi|lion in year 5 pan be valued at a PE of-20. Furthermore,
18.3 DGI, a new firm in formation, has developed a set of projections shown in Table 18.21. The expected and pessimistic cases are shown. The harvest of the firm is planned for the fifth year. The
17.3 Viscotech, Inc. is planning to enter the field of electro-optical systems for automated optical inspection and detection of defects in manufacturing components and modules. The projected
3. Using Table J6.7, discuss your harvest plan.
16.5 Salesforce.com sells software as a service delivered online. Corporations pay about $60 per month for each user (www.salesforce.coml. Describe its revenue model and profit model.
16.4 Skype offers Voice over Internet Protocol (VoIP) telephony services and PC to PC calling. The telephone service began as a free service. Describe the revenue and profit model for Skype
16.2 Google, the search engine firm, uses a complex revenue model and a related profit engine. It has a large base of users and advertisers, and works to link its users to retailers. Describe its
15.5 Interview a technology executive based in a country different from fee M company’s headquarters. How are various company functions handled(e.g., marketing, sales, operations, development)?
15.4 Identify a technology-based company that used acquisition to enter into an international market. Describe the strategic alignment and fee executed deal terms. Was it a success? What were the key
15.1 An acquirer looks for a company with a good profit margin, a proven history, and a fair price. Chbose & industry of interest and list five criteria for selecting candidates for acquisition.
3. 1 Draft a value web for your venture as in Figures 14.5-14.7.
2. ....Draw a road map with milestones for your venturous illustrated in Figure 14.11.
14.9 ___ -ra, nnprational challenges faced by the H Describe discover company, (b) medical following start-ups. (a; new u>u6 ___ device company, and (c) biofuel comp y-
14.5 Wal-Mart has invested heavily in RFID technology to improve the efficiencies of its warehouse operations atiif inyeatoty control. Outline Wal-Mart’s value web. How has Wal-Mart’s adoption of
14.3 China is a world-class manufacturer and has advantages of size, scale and cost. Identify a Chinese assembler of electronic products for European companies. What advantages does Ghih&have versus

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