Question 1

Evaluation designs without pre-test or comparison groups are most appropriate when ________.

Accepted Answer

A)  information regarding training effectiveness is not needed immediately 
B)  companies are interested in determining how much change has occurred 
C)  a company has a strong orientation toward evaluation 
D)  a company is only interested in whether trainees have achieved a certain proficiency level 
A)  information regarding training effectiveness is not needed immediately 
B)  companies are interested in determining how much change has occurred 
C)  a company has a strong orientation toward evaluation 
D)  a company is only interested in whether trainees have achieved a certain proficiency level

Question 2

In the context of big data, ________ refers to the huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful.

Accepted Answer

A)  valence 
B)  volume 
C)  variety 
D)  velocity 
A)  valence 
B)  volume 
C)  variety 
D)  velocity

Question 3

In the context of big data, ________ refers to the large number of sources and types of data.

Accepted Answer

A)  valence 
B)  volume 
C)  variety 
D)  velocity 
A)  valence 
B)  volume 
C)  variety 
D)  velocity

Question 4

Describe three ways to minimize threats to validity.

Accepted Answer

There are three ways to minimize threats

Question 5

The believability of study results refers to external validity.

Accepted Answer

A) True 
 B)False

Question 6

________ refers to the process of collecting the outcomes needed to determine whether training is effective.

Accepted Answer

A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment 
A)  Training evaluation 
B)  Program design 
C)  Performance appraisal 
D)  Needs assessment

Question 7

Which of the following statements is most true of comparison groups?

Accepted Answer

A)  The use of a comparison group poses a threat to internal validity. 
B)  They represent a group of employees who do not attend training. 
C)  Employees in a comparison group have personal characteristics that are different from others. 
D)  They increase the possibility that changes found in outcome measures are due to factors other than training. 
A)  The use of a comparison group poses a threat to internal validity. 
B)  They represent a group of employees who do not attend training. 
C)  Employees in a comparison group have personal characteristics that are different from others. 
D)  They increase the possibility that changes found in outcome measures are due to factors other than training.

Question 8

Which of the following is an affective learning outcome?

Accepted Answer

A)  learners' satisfaction with training 
B)  greater appreciation of diversity 
C)  increased production 
D)  reduced costs of production 
A)  learners' satisfaction with training 
B)  greater appreciation of diversity 
C)  increased production 
D)  reduced costs of production

Question 9

Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.

Accepted Answer

A) True 
 B)False

Question 10

Behavior and skill-based outcomes are best measured by ________.

Accepted Answer

A)  surveys 
B)  interviews 
C)  focus groups 
D)  observations 
A)  surveys 
B)  interviews 
C)  focus groups 
D)  observations

Question 11

A reliable test includes items for which the meaning or interpretation does not change over time.

Accepted Answer

A) True 
 B)False

Question 12

It is important to conduct a return on investment (ROI) analysis for nearly all training programs.

Accepted Answer

A) True 
 B)False

Question 13

The Hawthorne effect refers to employees performing at a low level because of the attention they receive.

Accepted Answer

A) True 
 B)False

Question 14

ROI (return on investment) would be considered a Level-4 outcome in Kirkpatrick's model of training evaluation.

Accepted Answer

A) True 
 B)False

Question 15

A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.

Accepted Answer

A) True 
 B)False

Question 16

A "pencil-and-paper" test is the best means for measuring skill-based outcomes.

Accepted Answer

A) True 
 B)False

Question 17

________ refers to concrete examples to show how learning has led to results that a company finds worthwhile and credible.

Accepted Answer

A)  Utility analysis 
B)  Success cases 
C)  Return on expectations (RO
E)  
D)  Outcome practicality 
A)  Utility analysis 
B)  Success cases 
C)  Return on expectations (RO
E)  
D)  Outcome practicality

Question 18

Which of the following statements best differentiates formative evaluation from summative evaluation?

Accepted Answer

A)  Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. 
B)  Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. 
C)  Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. 
D)  Formative evaluation includes measuring the monetary benefits of training, whereas summative evaluation measures beliefs and opinions. 
A)  Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. 
B)  Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. 
C)  Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. 
D)  Formative evaluation includes measuring the monetary benefits of training, whereas summative evaluation measures beliefs and opinions.

Question 19

Which of the following statements is true of Solomon four-group evaluation design?

Accepted Answer

A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  Pre-training outcomes are completely ignored. 
C)  It combines both pre-test/post-test comparison group and post-test-only/control group designs. 
D)  Relative to the other evaluation designs, it is more economical and takes less time to conduct. 
A)  It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees. 
B)  Pre-training outcomes are completely ignored. 
C)  It combines both pre-test/post-test comparison group and post-test-only/control group designs. 
D)  Relative to the other evaluation designs, it is more economical and takes less time to conduct.

Question 20

Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.

Accepted Answer

A) True 
 B)False

Evaluation designs without pre-test or comparison groups are most appropriate when ________.

In the context of big data, ________ refers to the huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful.

In the context of big data, ________ refers to the large number of sources and types of data.

Describe three ways to minimize threats to validity.

The believability of study results refers to external validity.

________ refers to the process of collecting the outcomes needed to determine whether training is effective.

Which of the following statements is most true of comparison groups?

Which of the following is an affective learning outcome?

Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.

Behavior and skill-based outcomes are best measured by ________.

A reliable test includes items for which the meaning or interpretation does not change over time.

It is important to conduct a return on investment (ROI) analysis for nearly all training programs.

The Hawthorne effect refers to employees performing at a low level because of the attention they receive.

ROI (return on investment) would be considered a Level-4 outcome in Kirkpatrick's model of training evaluation.

A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.

A "pencil-and-paper" test is the best means for measuring skill-based outcomes.

________ refers to concrete examples to show how learning has led to results that a company finds worthwhile and credible.

Which of the following statements best differentiates formative evaluation from summative evaluation?

Which of the following statements is true of Solomon four-group evaluation design?

Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.

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

Evaluation designs without pre-test or comparison groups are most appropriate when ________.

In the context of big data, ________ refers to the huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful.

In the context of big data, ________ refers to the large number of sources and types of data.

Describe three ways to minimize threats to validity.

The believability of study results refers to external validity.

________ refers to the process of collecting the outcomes needed to determine whether training is effective.

Which of the following statements is most true of comparison groups?

Which of the following is an affective learning outcome?

Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.

Behavior and skill-based outcomes are best measured by ________.

A reliable test includes items for which the meaning or interpretation does not change over time.

It is important to conduct a return on investment (ROI) analysis for nearly all training programs.

The Hawthorne effect refers to employees performing at a low level because of the attention they receive.

ROI (return on investment) would be considered a Level-4 outcome in Kirkpatrick's model of training evaluation.

A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.

A "pencil-and-paper" test is the best means for measuring skill-based outcomes.

________ refers to concrete examples to show how learning has led to results that a company finds worthwhile and credible.

Which of the following statements best differentiates formative evaluation from summative evaluation?

Which of the following statements is true of Solomon four-group evaluation design?

Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.

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