CHAPTER THREE 
TRAINING AS A SYSTEM 
1.	A system exists when different activities 
are interdependent. 
2.	A training system has interdependent 
stages. 
3.	Stages of a training system 
general model: 
a.	Needs assessment. 
b.	Training and development. 
c.	Evaluation. 
d.	Training goals. 
4. Needs assessment focuses on: 
a.	Organizational analysis. 
b.	Tasks. 
c.	Knowledge, skills and abilities 
analysis. 
d.	Personal analysis. 
5. Training and development refers to: 
a.	Selection and design of 
instructional programs. 
b.	Training programs. 

CHAPTER THREE 
TRAINING AS A SYSTEM 
6. Evaluation models focus on: 
a.	Individual differences. 
b.	Experimental content. 
7. Training goals are: 
a.	Training validity. 
b.	Transference validity. 
c.	Intra-organizational validity. 
d.	Inter-organizational validity. 

Total Systems Theory 
l.	A system is an association of 
interdependent parts. 
2.	An organization is a system that 
consists of: 
a.	Employees. 
b.	Equipment. 
c.	Departments. 
d.	Suppliers. 
e.	Customers. 
f.	Shareholders. 
3. A system consists of: 
b.	Two or more subsystems working 
together. 
c.	Two or more subsystems working 
as a whole. 
4. Types of systems: 
a.	Open system. 
b.	Closed system. 
5.	A closed system limits its interactions to 
its environment. 
6.	An open system interacts with its 
environment. 

Total Systems Theory 
1.	Total systems theory is a method to solve 
problems. 
2.	Total systems theory uses a diagnosis that 
includes: 
a.	Raw materials. 
b.	Transformation processes. 
c.	Products. 
d.	Feedback. 
3.	Purpose of managers to use a systems 
approach: 
a.	Analyze and identify the effects of 
their decision in other areas. 
4.	Types ofresources for the transformation 
process: 

a. 	Physical. 	
b. 	Human. 	
c. 	Materia!. 	
d. 	Financia!. 	
e. 	Information. 	
5. The transformation process refers to the: 
a.	Conversion of raw materials into 
products. 
6. Feedback refers to: 
a.	The information related to the 
status of a system. 

Client Oriented Training 
l. Client oriented training: 
a.	Is a component of a quality 
system. 
b.	Focuses on process 
accomplishment. 
2.	The principal source of a client oriented 
training program: 
a.	Derives from the results of 
processes measurement. 
3.	Client oriented training 
principles: 
a.	It is a permanent function. 
b.	It applies to all organizational 
processes. 
c.	Its frequency depends on 
processes measurement 
results. 
d.	The selection of training 
candidates depends on 
processes measurement 
results. 
e.	Its contents depend on 
processes measurement 
results. 
f.	The elaboration oftraining 
programs requires management 
participation. 
g.	It adapts to current processes 
flows. 

Client Oriented Training 
l.	Client oriented training focuses on 
creating specific quality 
attitudes. 
2.	Client oriented training creates employee 
attitudes on: 
a.	Client requirements. 
b.	Processes elaboration. 
c.	Processes results. 
d.	Participation in processes. 
e.	Operational facts. 
f.	Operational data. 
3.	Sources for the c1ient oriented training 
process: 
a.	Client requirements. 
b.	Processes elaboration. 
c.	Selection ofvariables for 
measunng processes. 
d.	Processes measurement. 
e.	Selection of quality statistical 
tools. 
f.	Use of quality statistical 
tools. 
g.	Analysis of the results of 
measurement processes. 

Systematic Focus on Training 
l. The systematic focus on training: 
a.	Presents and compares training 
with a complex administrative 
process. 
2.	Principal goal of systematic focus on 
training: 
a.	To contribute to the global goal of 
the organization. 
b.	To have efficient training 
programs. 
3. To contribute to the global goal refers to: 
a.	Develop programs focused 
on organizational goals and 
strategies. 
4. Efficient training programs: 
a.	Have an impact on individual and 
organizational performance. 

Systematic Focus 00 Training 
l.	Stages of the systemic training 
model: 
a.	To identify receiver system. 
b.	To define needs and requirements 
ofthe receiver system. 
c.	To establish the mission ofthe 
producer system. 
d.	To establish the mission focused 
on organization problems. 
e.	To establish goals. 
f.	To prepare programs. 
2. The receiver system refers to: 
a.	The people or departments that 
will receive the course. 
3.	The producer system refers to the 
trainers. 
4. Elements ofthe receiver system: 
a.	Personnel selection process. 
b.	Human resources inventory. 
c.	Job analysis. 
d.	Job description. 
e.	Development needs. 
5.	Needs and requirements of the receiver 
system refers to: 
a.	The difference between the "what 
is" and "what should be". 

Systematic Focus 00 Traíníng 
6.	Basic components of the organization 
mission: 
a.	Purpose. 
b.	Philosophy. 
c.	Values that influence the problem. 
7. Principal characteristics of goals: 
a.	Quantifiable. 
b.	Realistic. 
c.	Adapted to requirements of the 
organization. 
8.	Training programs help to accornplish the 
goals ofthe organization. 
9.	Basic considerations to prepare a training 
program: 
a.	Experience and knowledge of the 
job. 
b.	lmplementation abilities. 
c.	Enough resources to implement the 
programo