Question 1

Typically, ________ are used to assess cognitive outcomes.

Accepted Answer

A)  attitude surveys 
B)  observations 
C)  focus groups 
D)  "pencil-and-paper" tests 
A)  attitude surveys 
B)  observations 
C)  focus groups 
D)  "pencil-and-paper" tests

Question 2

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following statements is NOT true regarding a Net Promoter Score (NPS)?

Accepted Answer

A)  The NPS is used to measure satisfaction by asking trainees to rate the likelihood of recommending training to a peer. 
B)  Trainees are categorized into detractors, permissives, and promotors. 
C)  The NPS is computed by subtracting the number of distractors from the number of promoters, dividing this number by the number of respondents, and then multiplying by 100. 
D)  None of the above-each statement is true. 
A)  The NPS is used to measure satisfaction by asking trainees to rate the likelihood of recommending training to a peer. 
B)  Trainees are categorized into detractors, permissives, and promotors. 
C)  The NPS is computed by subtracting the number of distractors from the number of promoters, dividing this number by the number of respondents, and then multiplying by 100. 
D)  None of the above-each statement is true.

Question 4

________ is a time period in which participants no longer receive training intervention.

Accepted Answer

A)  Regression 
B)  Mortality 
C)  Reversal 
D)  Maturation 
A)  Regression 
B)  Mortality 
C)  Reversal 
D)  Maturation

Question 5

Among all training outcomes, cognitive outcomes are most frequently assessed.

Accepted Answer

A) True 
 B)False

Question 6

Appropriate training outcomes need to discriminate, meaning that ________.

Accepted Answer

A)  tests given to employees before and after a training program should differ 
B)  trainees should be asked to take a reliable test 
C)  trainees' performance on the outcome should actually reflect true differences in performance 
D)  different employees should be given different tests for measuring their performance 
A)  tests given to employees before and after a training program should differ 
B)  trainees should be asked to take a reliable test 
C)  trainees' performance on the outcome should actually reflect true differences in performance 
D)  different employees should be given different tests for measuring their performance

Question 7

What are the characteristics of big data? Explain how big data could be used to show that learning influences business outcomes.

Accepted Answer

Big data refers to complex datasets deve

Question 8

________ relate(s) to whether trainees are using training content back on the job.

Accepted Answer

A)  Reactions 
B)  Learning 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes 
A)  Reactions 
B)  Learning 
C)  Cognitive outcomes 
D)  Behavior and skill-based outcomes

Question 9

Improved self-efficacy beliefs relate to an affective learning outcome.

Accepted Answer

A) True 
 B)False

Question 10

It is estimated that 35% of organizations collect data on which of the following training outcomes?

Accepted Answer

A)  reactions 
B)  cognitive outcomes 
C)  behavioral outcomes 
D)  results 
E)  ROI 
A)  reactions 
B)  cognitive outcomes 
C)  behavioral outcomes 
D)  results 
E)  ROI

Question 11

Skill-based outcomes can be used to evaluate both learning and transfer.

Accepted Answer

A) True 
 B)False

Question 12

If trainers are interested in the generalizability of a study's results, they are said to be interested in the ________ of the study.

Accepted Answer

A)  outcome practicality 
B)  criterion relevance 
C)  external validity 
D)  outcome believability 
A)  outcome practicality 
B)  criterion relevance 
C)  external validity 
D)  outcome believability

Question 13

Results are more frequently examined than reactions.

Accepted Answer

A) True 
 B)False

Question 14

________ demonstrate(s) to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Accepted Answer

A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Results 
D)  Return on investment (ROI) 
A)  Reactions 
B)  Return on expectations (RO
E)  
C)  Results 
D)  Return on investment (ROI)

Question 15

Compare and contrast reaction and affective learning outcomes. Be sure to define each to demonstrate your understanding of these concepts.

Accepted Answer

Both reactions and affective learning ou

Question 16

Return on investment (ROI) analysis is best suited for training programs that are ________.

Accepted Answer

A)  attended by few employees 
B)  inexpensive and have limited visibility 
C)  significant financial investments 
D)  one-time events 
A)  attended by few employees 
B)  inexpensive and have limited visibility 
C)  significant financial investments 
D)  one-time events

Question 17

Despite its advantages, one of the significant disadvantages of a Net Promoter Score (NPS) is that it is relatively difficult for learners to complete.

Accepted Answer

A) True 
 B)False

Question 18

Negative transfer happens when no learning occurs during training, and subsequently, there is no on-the-job impact.

Accepted Answer

A) True 
 B)False

Question 19

Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.

Accepted Answer

A) True 
 B)False

Question 20

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer?

Accepted Answer

A)  results 
B)  cognitive 
C)  reactions 
D)  emotional 
A)  results 
B)  cognitive 
C)  reactions 
D)  emotional

Typically, ________ are used to assess cognitive outcomes.

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

Which of the following statements is NOT true regarding a Net Promoter Score (NPS)?

________ is a time period in which participants no longer receive training intervention.

Among all training outcomes, cognitive outcomes are most frequently assessed.

Appropriate training outcomes need to discriminate, meaning that ________.

What are the characteristics of big data? Explain how big data could be used to show that learning influences business outcomes.

________ relate(s) to whether trainees are using training content back on the job.

Improved self-efficacy beliefs relate to an affective learning outcome.

It is estimated that 35% of organizations collect data on which of the following training outcomes?

Skill-based outcomes can be used to evaluate both learning and transfer.

If trainers are interested in the generalizability of a study's results, they are said to be interested in the ________ of the study.

Results are more frequently examined than reactions.

________ demonstrate(s) to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Compare and contrast reaction and affective learning outcomes. Be sure to define each to demonstrate your understanding of these concepts.

Return on investment (ROI) analysis is best suited for training programs that are ________.

Despite its advantages, one of the significant disadvantages of a Net Promoter Score (NPS) is that it is relatively difficult for learners to complete.

Negative transfer happens when no learning occurs during training, and subsequently, there is no on-the-job impact.

Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer?

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters

Exam 6: Training Evaluation

Typically, ________ are used to assess cognitive outcomes.

Negative transfer is evident when learning occurs, but on-the-job behavior is lower than pre-training levels.

Which of the following statements is NOT true regarding a Net Promoter Score (NPS)?

________ is a time period in which participants no longer receive training intervention.

Among all training outcomes, cognitive outcomes are most frequently assessed.

Appropriate training outcomes need to discriminate, meaning that ________.

What are the characteristics of big data? Explain how big data could be used to show that learning influences business outcomes.

________ relate(s) to whether trainees are using training content back on the job.

Improved self-efficacy beliefs relate to an affective learning outcome.

It is estimated that 35% of organizations collect data on which of the following training outcomes?

Skill-based outcomes can be used to evaluate both learning and transfer.

If trainers are interested in the generalizability of a study's results, they are said to be interested in the ________ of the study.

Results are more frequently examined than reactions.

________ demonstrate(s) to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

Compare and contrast reaction and affective learning outcomes. Be sure to define each to demonstrate your understanding of these concepts.

Return on investment (ROI) analysis is best suited for training programs that are ________.

Despite its advantages, one of the significant disadvantages of a Net Promoter Score (NPS) is that it is relatively difficult for learners to complete.

Negative transfer happens when no learning occurs during training, and subsequently, there is no on-the-job impact.

Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer?

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning and Transfer of Training

Program Design

Traditional Training Methods

Technology-Based Training Methods

Employee Development and Career Management

Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges

The Future of Training and Development

Filters