Learning and Development (L&D)

Are you looking for a job in Learning and Development? Yes, then you must checkout these expert created interview question and answers.

Q.1 Describe the term training of employees for a company.
Training of employees for a company refers to the process which up-skills the employees so that they have skills and knowledge to better perform their jobs.
Q.2 Is it correct that humour helps in learning?
Yes, humour enables more relaxed atmosphere for the learners.
Q.3 During training how should be the vocabulary of the trainer?
Unfamiliar terms and jargon should not be used and technical terms be defined clearly to learners.
Q.4 What do you understand by pitch?
The term pitch is the level of emphasis on voice frequency while training.
Q.5 How to keep learners engaged?
Learners can be kept engaged during learning session by using snappy visual or anecdote or a quote or using multimedia like visuals and linking information to learner's prior knowledge.
Q.6 How to have effective learning?
Effective learning is achieved by addressing various factors like active involvement of learners, sequencing and structuring of training and the motivation to learn of the learners.
Q.7 Describe MBTI
MBTI is a technique and is a short form for Myers–Briggs Type Indicator. MBTI assess individuals in their perception of the world and how they make decisions by employing a self-report questionnaire.
Q.8 What do you understand by the VAK Learning Style?
The VAK Learning Style is a learning style used for making learning more effective. The VAK expands to Vision, Auditory, and Kinesthetic and the style emphasis addressing these sensory inputs of learners for learning.
Q.9 Describe the Kolb Learning Style
The Kolb learning describes four stages to learning cycle. The four stages are: Concrete Experience or having an experience, then Reflective Observation or reflecting on the experience, the followed by Abstract Conceptualization or learning from the experience and lastly Active Experimentation or trying out what you learned.
Q.10 How does the adult learning differ against child learning?
Adults have experience on basis of which they learn. Adults are self-directing and need to know why they should learn.
Q.11 How Cartoons or Comic Books be applied as a training aid?
Cartoons or Comic Books were used by many learners during their childhood and hence can easily relate to them as a training aid.
Q.12 Describe competency
Competency refers to the individual’s capability in performing a task and improving it.
Q.13 What do you understand by In Basket or In Tray training method?
The In Basket or In Tray training method involves giving candidate with a workplace scenario or work simulation to assess candidate’s aptitude
Q.14 Describe Sensitivity Training
Sensitivity Training is a training to make employees aware of their bias and be more sensitive towards others and group dynamics by group discussions.
Q.15 What are the various methods for assessing the training needs?
The various methods used for assessing the training needs includes: Job specifications, observation, interviews, Group conferences and questionnaire surveys.
Q.16 Describe skill gap analysis
A skill gap analysis is a process to determine the present skills of the employees and the desired skill level needed to perform their jobs.
Q.17 Explain OJT
OJT is a training method usually of new employees and expands to on the job training. OJT involves training the candidate while they are working on the job and giving responsibilities as per their role.
Q.18 How do you relate to working in a team of L&D professional?
Learning and development is a team work as it involves various aspects on commercial, learner service, content experts, content developers, LMS professionals, etc. I have been managing L & D programs for the company with support of all other team members and colleagues.
Q.19 How you manage conflict during learning?
Conflicts during learning should be avoided and are managed by understanding the reason for conflict and applying conflict management technique like collaborating, forcing, accommodating, avoiding or compromising depending upon the situation.
Q.20 How will you address under performance by your subordinates?
Subordinates are usually not experienced and addressing under performance requires understanding the reason for the same. Feedback from subordinates also helps in issues being faced by them for under performance.
Q.21 How do you prioritize L & D related tasks?
To prioritize tasks we need to be aware of the various factors in selecting and sequencing tasks which includes the tasks relevance, urgency, cost involved and resource availability.
Q.22 How you delegate L & D related tasks to juniors?
Juniors are delegated tasks as per their skill level, availability and past performance.
Q.23 How to organize information related to L & D projects?
Following a proper routine every day and prioritization helps organize information related to L & D projects.
Q.24 What is the type of learner response if the response is: 'Tell me about it now’?
The learner response is that of objection and learner needs more details immediately.
Q.25 Enlist your strengths as an L & D professional
As an L & D professional I have extensive experience in successful completion of L & D projects and for which I utilize my persuasive communication, managerial and listening skills.
Q.26 What is indicated by self-talk by a learner during training?
A self-talk by a learner during training indicates negative attitude towards learning.
Q.27 What measures you take to track and monitor impact of training sessions?
Feedback is taken at various stages by online feedback, questionnaires, meetings, etc in training i.e. completion of milestones and completion of the whole training. Milestone completion helps in better focusing the training towards more effective learning.
Q.28 How you address last-minute changes to a training program?
Training programs are designed with flexibility to address any foreseeable changes and learning styles of the candidates. Any unforeseeable changes are addressed on priority by the team with keeping the stakeholders in loop, though such things have been minuscule.
Q.29 How you develop content from scratch for specific training?
I have developed many training modules from scratch to address varied needs like new employee on boarding, diversity management, etc. Development is initiated after taking inputs from stakeholders and keeping them in loop so as to better address their needs. Various tools as per the requirement were used which included slides, video presentations, interactive simulations, or role-playing.
Q.30 List your greatest work-related accomplishment.
My greatest work-related accomplishment had been developing an updated new employee on-boarding below the budget by outsourcing non-critical work and within the specified time limits.
Q.31 What is the impact of training program modification?
Modification in training program affects the sequencing, delivery and evaluation criteria for the training program.
Q.32 What steps are taken by you to be updated of new trends in employee learning and development?
I take various measures to be updated of new trends by attending industry seminars, conferences both in online and offline mode.
Q.33 Which qualities are present in an effective and efficient L & D manager?
An effective and efficient L & D manager has communication and learning skills as well as managerial skills for effective and efficient management.
Q.34 Which factor affect training program design?
Training program design is affected by various factors which include: goals of training, course content, participants and resources available.
Q.35 What ensures that employee training sessions are effective?
Consistent feedback with resolution and effective training design ensures that employee training sessions are effective
Q.36 How will train your superiors?
The process and approach for training remains same but sensitivity and more consideration is needed for training design and delivery.
Q.37 How did you respond to negative feedback?
Any negative feedback is duly noted and acted upon. Root cause is assessed which led to negative feedback and suitable feedback to the candidate is provided with changes being implemented to prevent negative feedback in future.
Q.38 How did you manage issues if any with an employee during training?
Any issues with an employee during training are sternly noted and addressed at earliest. The basis for such issues is assessed and acted upon for the present and prevented for future.
Q.39 How your learning and development program does have a positive impact on the company?
The learning and development program was designed to address the skill gap which resulted in more effective and efficient employees which finally resulted in higher customer satisfaction, product quality and increased sales in such competitive environment.
Q.40 How to select teaching methods for effective learning experience?
Selecting teaching methods for effective learning experience requires assessing the training objectives and the participants learning style.
Q.41 How do you motivate employees for learning?
Motivating employees for learning primarily depends upon addressing the future and present needs of employees as well as providing requisite learning customized to them.
Q.42 How to organize training sessions?
Training sessions are organized as per training objectives to achieve and learner skills and learning style. Topics are sequenced and milestones are developed.
Q.43 What challenges do employees face for their skill development?
Employees faces challenge of managing time for learning and be focused during learning so as to grasp and develop the needed skills.
Q.44 What is the key to training adults?
Adults training involve different approach as they are experienced and self-motivated to learn. A nuanced approach is needed for learning development and delivery for adults.
Q.45 How do you assign goals for your L & D team?
Goals are assigned to the team by using the STAR approach and considering the resource availability with organizational objectives to achieve.
Q.46 Why you are suitable as L & D professional?
I not only have requisite skills but I also enhance them. Skills I possess include: conflict resolution, problem solving, communication and coping under pressure which are of importance for L & D role.
Q.47 How did you manage privacy and confidentiality during L & D activities?
Requisite information access controls are applied during L & D activities so as to provide role based access to information by various participants.
Q.48 Why do you want to leave the present company?
The reason for leaving the present company is to grow in the L & D domain to manage more responsibility and enhance team management and managerial skills by managing wide range of people.
Q.49 Do you enjoy being a ‘People’ Person?
Of course, I love to meet and help people around me. I aspire to better the lives of people around me by skilling them and making them resourceful in achieving their goals.
Q.50 When were you most satisfied with your role as L & D professional?
I feel most satisfied as L & D professional when I am able to design and deliver suitable training program to candidates to help achieve their goals by upskilling them.
Get Govt. Certified Take Test