Advances in training technology for SRF and NET

1. Training- is a process through which a person enhances and develops his efficiency,
capability and effectiveness at work by improving and updating his knowledge,
understanding and skills relevant to job satisfaction.
2. Training is basically a- process
3. Training is basically a- overt process
4. Need assessment -is a systematic process for establishing priorities and making
decisions regarding programme planning, development and operations.
5. System Approach to Training (SAT) was developed by “Alfred York”
6. The book written by Lynton and Pareek “Training for development”
7. Learning- is the process by which sensations are perceived, meanings enlarged,
decisions made and action taken.
8. The didactic learning model is primarily focussed on the teacher as a authority
9. Experiential learning- is the process of transforming experience into knowledge as a
basis of action
10. Experiential learning is learning from -experience
11. The transition from concrete experience to reflective observation – divergers
12. The transition from reflective observation to abstract conceptualization - assimilation
13. The transition from abstract conceptualization to active experimentation- convergers
14. The transition from active experimentation to concrete experience- accommodation
15. Experiential Learning Cycle (ELC) is a step by step model of how adults learn new
skills and gain knowledge
16. Correct sequence of ELC is- Experience, Process, Generalization, Application
17. In experience phase learners are involved in -activity and doing
18. In process phase learners are involved in -sharing and comparing
19. In generalization phase, learners are involved in- drawing conclusions, principles
20. In application phase, learners are involved in -planning more effective behaviour
21. Correct sequence of seven step model of ELC - Climate setting, Learning
objectives, Experience, Process, Generalization, Application, closure
22. Training plan- is a document for man power development prepared on the basis of
assessed training needs of the personnel
23. Rational methods -of assessing training needs are-informal talks, observation,
analysis of reports, opinion polls, buzz group techniques

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 24. Empirical methods- of assessing training needs are-job analysis, performance
evaluation, card sort method, checklist, questionnaire, critical incident technique,
tests, forced choice technique
25. Rational methods- of training need analysis does not emphasize on systematic
collection of relevant data
26. Empirical methods- of training need analysis involved systematic collection of
relevant data by objective means
27. Process of adult learning includes- Unfreezing, diagnosis of problem, setting of
objectives, changed behaviour and refreezing
28. Job analysis- is a process of gathering information about functions and operations
involved in the performance of a job
29. Curriculum is the heart of training programme, training methods are the arteries
and veins of the training programme
30. Managerial skills -include supervision techniques, human relations and conceptual
skills
31. Skill training- is defined as an action oriented way of training in which the activity is
performed
32. Learning objectives should be prepared from three domains- Knowledge (K), Skills
(S) and Attitude (KSA)
33. Course content/syllabus- is a list of topics/modules which have to be covered during
the whole period of training programme, either by way of theoretical explanation or in
a practical manner
34. Development of effective course content, formulation of objectives depends on the -
training needs of the trainees
35. Skits, demonstrations, charts, diagrams, pictures are examples of-show methods of
training
36. Role play, syndicate, business games, assignments are examples of-doing methods of
training
37. Buzz session, debate, lecture, case study, brainstorming, forums, incident prices are
examples of- telling methods of training
38. Case studies, buzz session, brainstorming, business games, sensitivity training, role
play are examples of- participative methods of training
39. Learning -is modification of behaviour through experience and training
40. Adaptive programming developed by- Gordon Pask

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 41. Intrinsic programming developed by- Crowder
42. Linear programming developed by- BF skinner
43. Microlab is conducted at starting of the programme
44. Microlab was first conducted by-National training laboratory, Bethel vine, 1965
45. Microlab helps to improve the level on -Interaction/rapport building
46. Microlab can be conducted for -any number of trainees
47. Sensitivity training is also called as -“T training”
48. Least effective method of training – lecture
49. Spiral model of training has been developed by- Lynton and pareek
50. Ideal number for training- 25-30 persons (SRF 2019)
51. Steps of planned change as per Kurt lewin- Unfreezing- freezing/moving/changing-
Refreezing
52. The phase of learning process in which the leaner prepares his/herself to seek changes
in behaviour is- unfreezing
53. The phase of learning process in which the learner become satisfied with the changed
behaviour, which gets assimilated into his/her behavioural pattern is-refreezing
54. Foundation training is also known as- Induction/portal/vestibule training
55. Systems approach is also known as- Modern theory
56. Unfelt needs are not realized as- important
57. The process by which the desired behavioural changes as a result of extension training
are measured against the training objectives is called- training evaluation
58. Three approaches to education are- Conventional, Progressive and Liberating
(CPL)
59. The general approach in progressive mode of learning is -paternalistic
60. The aim of liberating approach to education is- to change society to meet people’s
needs
61. The effect of conventional approach of learning on people and community is -
oppressive
62. The training objectives must be SMART i.e. Specific, Measurable, Attainable,
Realistic, Time bound
63. The motivational training is more considerably be- Skill oriented
64. The ‘tower building’ exercise for simulation learning was developed by- “Rosen D
Andrade” in 1959 (for Achievement Motivation).
65. Ring toss exercise – Kurt Lewin (for measuring risk taking)

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 66. An information resource shared by all managers at all levels in an organization is -
Management Information System (MIS)
67. The type of MIS used in an organization when decision is of non-repetitive nature is -
Data blank MIS
68. The technique of dividing a large group into smaller ones in which a particular topic
is discussed with in a limited period of time is -Buzz session
69. Extension education has today acquired a special status as a profession and discipline
responsible for initiating -technological change
70. A meeting in which a small group of resource persons present short prepared papers
on a given topic is-Symposium
71. Colloquim is modified version of panel discussion
72. A cooperative gathering of individuals who discuss, learn and apply practical skills
under expert supervision is- workshop
73. The training technique that gives an insight into the complex behavioural pattern of
the individuals- Role play
74. The focus of training and learning are respectively on -events and self
75. The most emphasized behaviour dimension in training is- Attitude
76. The behaviour domain that gets the highest emphasis in training and education are-
cognitive and effective
77. Training differs from development in the sense the former is- short term
78. The learning curve in training follows a- S-shape
79. The place in which a training is conducted technically called- training institution
80. The training skill that need to be emphasized for top level management- conceptual
and design skills
81. Extension Education Institutes (EEI) focus their training for functionaries working
under -middle level
82. The training type that prepares an employee to take a new assignment is- Retraining
83. The training programme for VLW’s should essentially focus on- Technical skill
84. The NAARM training for freshly recruited ARS trainees falls under -Induction
training
85. The training type that can also be grouped under pre-service training- orientation
training
86. T&V system essentially make use of – Refresher training (NET-2015)
87. Summer institute is a good example for- Refresher training

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 88. The extension worker trains the farmer at their farm situation is termed as-
peripatetic training
89. Learning by doing is called- in formal training
90. Action research programme is considered as an example for- non formal training
91. Training model widely used by policy makers and managers- decision model
92. The training principle that best explain the use of analogue is- association
93. The concept of training is considered very loose and less precise in- discrete
approach
94. The number of steps in the discrete approach developed by Miller Rd is – Five
95. The training approach developed from engineering concept- system approach
96. System approach of training is basically a -diagnostic approach
97. Training model that shares an empathetic attitude towards training institution –
elaborated model
98. The moving/freezing/changing phase of Kurt Lewin matches with-training phase
99. The training phase that is otherwise known as “adjustment phase” is- post training
phase
100. Motivational phase in training is otherwise called- Training phase

100. Receptability of organization plays a crucial role in- training phase

101. The probable outcome at the end of post training phase is- Institutionalization of
change

102. The first step in SATNA (Simple Approach to Training Need Assessment) method is-
problem Identification

103. A training need is something whose absence or deficiency proves harmful represent-
Diagnostic view

104. A training need is a change desired by a majority of some reference group- Democratic
view

105. A training need is a gap between desired performance and actual performance represent-
Discrepancy view

105. Logical analysis is the characteristic feature of- Rational method

106. Training method differs from modality in the sense- Modality is broader

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 107. The level in the training need where a person can perform a job effectively but takes
more time - precision level

108. Training need- exists when an individual lacks the knowledge or skill to perform an
assigned task satisfactorily

109. The gap between the present level of performance and the standard level of performance
of job- training need

110. The training needs pertain to specific and minute elements of a curriculum content is-
Micro training needs

111. The training needs that cover broad area of a training curriculum form the objective of
the training programme- Macro training needs

112. The training needs that predominantly consist of orientation of individuals about
objectives, resources, structure and functional approaches being followed by an organization-
Pre service training needs

113.Low training need is otherwise called as- career growth training need (ARS 2016)

114.High training need is otherwise called as- Critical training need (ARS 2015)

115. The training need that primarily focused on specific knowledge, skills and attitudes
desired by an individual to perform his task assigned by an organization effectively and
efficiently is- In service training needs

116.Low training need otherwise called as- “carrier growth training need”

117.High training need otherwise called as- “critical training need”

118.If the level of ability is low, and the level of need of the job is high, the training need that
suitable for extension personnel is-High training need/ Critical training need

119.If the level of ability is moderate, and the level of need of the job is high, the training
need required is- medium training need

120.If the level of ability is high, and the level of need of the job is high, the training need
required is- low/carrer growth training need

• Training within a company is called- In-house training (ARS NET 2017)

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 • A type of training that involves using a company's own expertise and resources
and is highly specific geared towards employees progress- In-house training
• Inplant training is a short duration training course for students to develop their
skills and get industrial knowledge which will help in understanding what is
actually happens in industry.

121. If the level of ability is low, and the level of need of the job is low, the training need
required is- Medium training need

122. Need is classified as felt and unfelt from- Psychological point of view

123. Brainstorming method has two sessions namely- Green session and red session

124. The session of brainstorming in which the participants are expected to express their
ideas without thinking about their reaction is- Green session,
In red session- evaluation of ideas/Screening of ideas (NET 2018)

125. Brainstorming method was originated in USA by- Alex F Osborne in USA (NET 2018)

126. Workshops are meant for- Hand on training/ experience

127. A, B, C, D, E of training objective is- Audience, Behaviour, Condition, Degree,

128. Buzz session is normally conducted for- 5-10 minutes (SRF 2019)

129. Training provided at early stage of service life is- Foundation training

130.Training given to new extension personnel after they have been employed and before
they are assigned to work in a particular area is- Induction training

131. Training given immediately to introduce the new entrant to the job is- Orientation
training

132. Training offered to update and maintain the specialised subject matter knowledge of the
incumbents- Refresher/ Maintenance training

133. Training which is problem oriented, learner oriented and time bound series of activity is
-In-service training

134. The extension worker trains the farmer at their farm situation in- Peripatetic training

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 135. The purpose of Microlab exercise in training programme is- Rapport building

136. The trainings are properly structured and covered within the stipulated time period is-
Structured training

137. The training in which curriculum may be changed to suit the needs of the trainees is-
Semi structured training

138. According to Smith, Etling and Diamond (1991) methods of TNA are- Quick and
dirty method, long and dirty method

139. Long and dirty method of TNA is also known as- Survey method/Interview

140. Short cut method is also known as- Quick and dirty method (RRA, PRA)

141. Training plan provides- structure for training

142. Design of training programme provides -Content for training

143. The process of staff development for improving performance of an incumbent holding a
position with assigned job responsibilities is- In service training

144. In participant observation method, observers can collect material from a group to a large
extent if he acts- objectively

145.Training is related to learning in the same way- sowing to seed

146.Institutional share in the training course is the highest for- Advanced Centres for
Training (ACT)

147. Training for organizational transformation book written by- Lynton and pareek

148. People with high imaginative ability and sensitivity falls under- Divergents

149. Integration of ideas and formulation of theories is the characteristic feature of-
Assimilators

150. The learning style with more emphasis on pragmatism rather than conceptualization is-
convergents

151. The learning style wherein people like hand on experience- Accomodators

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 152. Theory can be integrated in the ELC at- Generalizing phase

153. The fulcrum/main basis of ELC is- Processing (ARS 2015)

154. The last phase in Experiential Learning Cycle (ELC) is- Application

155. Outer and Inner core of human brains are respectively – Emotional and Logical
behaviour

156. The curriculum development approach that equate with the principle of thermostat
is- Cybernetic approach
157. Learning cycle developed by-Kolb
158. Experiential Learning Cycle (ELC) developed by- James McCaffery
159. The stage in the learning cycle where the trainees become aware about the changes
around them and develop interest about the advances in the subject- Unconscious
competence
160.The first and last step in the seven step model of ELC is- Climate setting and
closure
161. Phenomena which shows continuous change over time is termed as- Process
162. The best bet for transfer of learning for a training programme- Learner critic
163. The basic training orientation that gives equal importance to content and concept is-
Academic
164.Number of stages of the learning cycle developed by- Kolb is- four i.e. Divergent,
Assimilators, Convergents, Accommodators (DACA)
165.Father of HRD in India- Udai Pareek
166.HRD term coined in- George Washington University in 1968.
Note: Term HRD was first applied in- George Washington University in 1968
(NET 2017)
Note: Prof. Leonard Nadler of George Washington University coined the term
HRD in 1968 with three components i.e., training, education and development

167.Relating classroom learning with real life experience takes place in- generalizing
phase
168.Kerrigan and luke- gave the catalogue of shortcomings in training in developing
countries
169. DTCD of United Nations stands for- Department of Technical Cooperation and
Development

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 170.Foundation of ‘Sensitivity training” led by- Kurt lewin
171.Number of phases in training process- three
172.Most widely used training evaluation model, which is concerned with individual
progress and objectives provide benchmark for evaluation is- Objective oriented
173.Alternative to objective approach- Decision oriented training evaluation
174.Decision oriented training evaluation is also known as- CIPP approach (NET 2019)
175.The training evaluation approach that is based on judgement and full description of a
programme- Transactional training evaluation
176.The training evaluation approach that uncovers utility and overall impact of the
training programme and is based on multiple dimensions and multiple method- Goal
free training evaluation
177.Goal free training evaluation model developed by- Scriven
178.The training evaluation approach that emphasis on providing information for decision
making- Adversary training evaluation
179.The training evaluation approach that was developed as alternative to all other
approaches- Illuminative training evaluation
180.Normal pace of delivery for lecture- 160 words/min
181.Laboratory training is also known as- T group/Sensitivity/Encounter group
182.Fish bowl exercise can be used in -class room and business meeting
183.Inbasket exercise is used for- promoting employees and Hiring employees
184.Composite Training Organization Index (CTOI) is an- weighted Index
185.The type of evaluation is done when the programme is finished totally- ex-post facto
evaluation
186.T&V programme- emphasized the regular and continuous training of extension
worker
187.The training method that suits the top and middle officials only and do not help that
much to the junior staff- Workshop method
188.Advanced Centres of Training (ACT) in India was launched in- March, 1988
189.Seminar through discussions attempts at developing higher- cognitive attributes
190.The training method that was originated from the concept of “Informal discussion”
during and after dinner is- Symposium
191.The appropriate formula to calculate Training Effectiveness Index (TEI) where
number of trainees attended the course (T s) and trainees found it useful (Te) is-
TEI=Te /Ts x100

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 192.The appropriate formula to calculate Training Utility Index (TUI) is- TUI=Te/Tax100
(Ta- number of trainees attended the course, Te- trainees found it useful)
193.The idea of Meta evaluation given by- Michael Scriven
194.Tele-text and view-data can be considered as- Video text
195.Discrete phases approach to training is also known as- Traditional model
196.Systems approach to training is also known as- Modern concept
197.According to York, the term “Systems approach” derived from the concept-
Engineering
198.The type of evaluation done, when the programme runs and simultaneously
evaluation is done- concurrent evaluation
199.The training method which is conducted after lecture- Forum or question –answer
session
200.Father of Transactional analysis is Eric berne
201.The unspoken psychological flow of communication that runs in parallel is called-
Transactional analysis
202.Concept of Objective training evaluation is given by- Ralph. W. Tyler
203.The showing, doing and telling classification of training methods developed by-
Reay,D.G
204.Coverdale methodology of training developed by- MANAGE (100% involvement
of trainees developed by Ralph Coverdale and MANAGE.)
Ralph Coverdale- founder of coaching.
(Coverdale training is a sensitivity training programme based on group
dynamics model emphasizes the performance of real group tasks rather than
role playing and enhances social skills).
205.“Handbook of Structural experiences” book written by- Peiffer and jones (ARS
2016)
206.Concept of Delphi technique given by- Olaf helmer
207.Delphi technique is used for- ‘Technology forecasting’
208.The duration of sensitivity training is normally- 5-10 days
209.Controlled experience method is also known as- simulation method
210.Transfer of learning to work situation does not take place in- tourist model
211.Participants role in field training is- Outsider-learner
212.The focus of trainer in a training sessions is essentially on- learner
213.The responsibility for the outcome of training rests solely on- learner

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 214.win-loose game represent- Inter team collaboration
215.Recurrent education= formal education+ Adult education
216.win-loose game when made to play with the same group for a second time will give-
No result
217.The apex body to offer training for extension functionaries- MANAGE
218.Printed or typed sheet of paper used for communication before lecture presentation
is- Hand out
219.Question following Inductive reasoning- Divergent question
220.Use of psychological tools in training is otherwise known as- Instrumental exercise
221.Feedback highest in- Instrumental method
222.The training method that standardizes data from real life for systematic step by step
learning is- individualized method (eg: computer based training (CBT),
Counselling)
223.Generation of data from real life during training take place in – Simulation methods,
Laboratory methods, Field method
224.Very Intensive learning, Interaction and involvement of trainee is highest in-
Laboratory method
225.The training method that concentrates on “unknown self” and is Self disclosure and
process work method- Sensitivity training
226.Role play will come under- simulation method, Encounter method, Projective
method
227.Role play, management games, and basket exercises will come under- Simulation
methods
228.Ability to effectively apply knowledge and personal aptitudes and attitudes in work
situation is- Skill
229.Retained information concerning facts, concepts and relationships is- Knowledge
230.Lifelong process which helps an individual to adapt/adjust himself to real world
through reciprocal interactions and participation with the environment and enhances
the quality of social, professional and national life is- Education
231.The process of series of learning steps involving communication and interaction set
up for a learner to move from one level of competencies to a higher level of
competencies is- Teaching
232.Operational description of job and understanding organization’s receptivity is
included in- Pre training phase

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 233.Participants explore in the training situation what interest him and training institution
task is to provide necessary opportunities is included in- training phase
234.In which phase impact measurement, follow up and report preparation is included-
post training phase
235.Elaborated model of training differs from simple model in- feedback
236.The approach in which five Phases (i.e. Need assessment, objective setting, program
design, program implementation, monitoring and evaluation) are interrelated and
interdependent and form sub processes are- process approach
237.Process approach given by- RD miller
238.Approach which describes a series of interdependent system, functionally linked and
incorporated into the total system in order to achieve corporate effectiveness- System
approach
239.Systems which are interdependent to such an extent that the malfunctioning of one
system can seriously impair the functioning of the total system- System approach
240.The training method that is liked by most people with divergent learning style- Role
play
241.Co trainer concept of training is very much related to- T group/Sensitivity training
242.The training method that work on the principle of empathy- Role play
243.Transactional Analysis is classified under- Laboratory method
244.Sensitivity training is- self disclosure method, process work method
245.A programmed instruction takes participants- outside social context
246.Trainee-trainer ratio minimum in- Brainstorming
247.The loss of productive days is on a minimum for- Field training
248.The essential difference between games and exercise in a training session rest on-
exercise can be repeated
249.Role play wherein an individual plays his own role is called- Psychodrama
250.The training method that represent on the job training is- Apprenticeship,
Craftmanship
251.Buzz session is normally conducted for- 5-10 min
252.Data in role play is- self generated
253.*The training method that gets its name from a particular behaviour of honey bee-
Buzz method (ARS NET 2015 & SRF 2015)
254.The training method that emphasis on problem diagnosis- Case method
255.T group with trainers from different discipline- Stranger group

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 256.To make people to reach precision level the type of training method best suits is-
Applied training
257.The training set up under T and v system can be considered as- Long arm short
finger
258.Behaviour conditioning in interactive demonstration takes place in- Fixation phase
259.Lynton and Pareek classification of training methods is basically on- Involvement of
trainee (Spiral or cyclical model of training given by Lynton Pareek-ARS 2015)
260.When the trainers for the T-group are selected from the same department- Family
group
261.When the trainers for the T-group are selected from only social scientists- Cousin
group
262.When the trainers for the T-group are selected from the different disciplines-
stranger group
263.Main emphasis in academic training orientation is- transmitting contents and
increasing conceptual understanding
264.Main emphasis in Laboratory training orientation is- process of function and
change, process of learning
265.Isolation, free exploration and discuss experimentation is the characteristic feature of-
Laboratory method
266.Main emphasis in Activity training orientation is- Detailed job analysis and
practice with aids/practice of specific skills
267.Main emphasis in “Action” training orientation is on- sufficient skills to ensure
organizational action
268.Field work, setting and achieving targets is the characteristic feature of- Action
training orientation
269.Main emphasis in organizational development is on- Organizational improvement
270.Field training, simulation methods, incident and case sessions and syndicate
discussion is the characteristic feature of- Person development
271.Modalities differ from training method in the sense that modality is- Broader
272.Training which meets the need of large number of people with new technology-
Distance training
273.Training in which trainers and learners are face to face and limits the number of
participants- Direct contact training

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 274.Fixed syllabus and planned supervision, regular feedback and evaluation based on
experience- formal training
275.Routine experiences are converted into learning opportunities in- Non-formal
training
276.Knowledge about particular task- content training
277. How people and things function- process training

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