An engineering company utilizes two learning management systems (LMSs): one manages technical training, and the other manages professional development (or non-technical training) for all of the company's engineers. Over time, changes in reporting requirements have caused the use of two different systems to be difficult and time-consuming. It has been decided that a new LMS is to be selected, with a goal of improving the time constraints of using training information from both systems. A talent development (TD) professional is put in charge of facilitating the selection and implementation of the new LMS.
What should the TD professional do to facilitate the selection process?
Which process steps should be included in a chart displaying the results of an after-action review?
Which organizational attribute is most likely to undermine the long-term success of a talent development initiative?
Which evaluation technique should an organization use to analyze and improve error rates and defects?
Which risk would pose the greatest threat to a learning project?
Which is the best example of an effective learning or behavioral outcome statement?
A talent development (TD) manager at a company decides to purchase a training course that will be customized by the vendor. A firm deadline must be met for course delivery. Which approach to contracting should the TD manager use?
A talent development (TD) professional is designing performance and training solutions for new core services. Which question would best help the TD professional begin to establish the Level 4 impact metrics around these new services?
A talent development (TD) professional has been given the task of implementing a content management system in an organization. How will the TD professional know that this implementation is a success?
The total cost of ineffective e-learning includes the cost of which factors?
