Exam 10: Training Evaluation

Measures of self-efficacy tend to focus on a trainee's perceived level of support in transferring newly learned skills to the job.

Briefly explain the differences between non-experimental designs, experimental designs, and quasi-experimental evaluation designs.

According to the Conference Board of Canada, only 46 percent of Canadian organizations undertook some type of training evaluation in 2010. However, in 2016-17 there was evidence to suggest Canadian companies were improving on the 2010 evaluation results.

Which of the following statements is NOT congruent with conclusions in theChapter-opening vignette on Bell Canada?

For the variable of organizational results, which of the following questions is typical of one used in a training evaluation survey?

Declarative learning refers to the acquisition of facts and information and is by far the most frequently assessed learning measure.

Describe the two types of barriers to training evaluation and provide examples of each type of barrier.

The "pre-post design with control group" data collection method answers two basic questions: Did trainees change? and Was training responsible for that change?

One of the main implications of the Kirkpatrick model of evaluation is the interdependencies among the four levels of evaluation. In practical terms, "(L1) should cause trainee learning (L2), which in turn should cause behaviour (L3), and so on."

Transfer motivation is critical in supporting transfer of training content. One technique uses the expectancy theory measuring three variables: valence, instrumentality, and expectancies. Which of the following statements is associated with the "instrumentality" variable?

What outcomes are measured using the Internal Referencing Strategy model?

A training manager is concerned with whether the results of training are based on application of learned skills or some other external/internal variable. Which type of data collection design would address these concerns?

Training evaluation is a process that helps organizations determine if expected training outcomes actually materialize.

Utility reaction measures demonstrate some relationship to higher-level outcomes.

a) Identify the four levels of Kirkpatrick's hierarchical model of evaluation and briefly explain the concerns with it.?b) What is the fundamental difference between Level 4 and Level 5 (the new addition to the original four levels of Kirkpatrick's model)?

Identify and briefly describe the four categories of the COMA training evaluation model.

One of the primary advantages of the Decision-Based Evaluation model over the Kirkpatrick model is that it allows different variables to be measured depending on the target of the evaluation process.

You are finding it extremely Difficult to link organizational bottom-line improvements to a specific training program. What is an acceptable process that you may use to justify the training program given the lack of linkage between training and organizational outcomes?

Those organizations that perform training evaluations tend to focus their metrics on evaluating training benefits associated with return on investment (ROI), with far fewer focusing on behaviour and reaction metrics.

What factors need to be determined according to the decision-based evaluation model?