Question 1

Training evaluation design refers to the process of collecting the outcomes needed to determine if training is effective.

Accepted Answer

A) True 
 B)False

Question 2

Formative evaluation looks at

Accepted Answer

A) what forms of training worked. 
B) how to improve the training program. 
C) how the trainees liked the program by asking them to complete a reaction form. 
D) whether the control group's performance improved as much as the treatment group's performance. 
A) what forms of training worked. 
B) how to improve the training program. 
C) how the trainees liked the program by asking them to complete a reaction form. 
D) whether the control group's performance improved as much as the treatment group's performance.

Question 3

Tests and/or work samples are used to assess _______ outcomes.

Accepted Answer

A) results 
B) affective 
C) return on investment 
D) learning or cognitive 
A) results 
B) affective 
C) return on investment 
D) learning or cognitive

Question 4

Which of the following would not be a good way to measure affective outcomes?

Accepted Answer

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

Question 5

What are the strengths and weaknesses of the seven evaluation designs? Which design would be best for comparing one training program to another? Which design would be well-suited for training programs directed toward outcomes such as accidents,scrap rate and productivity?

Accepted Answer

To compare the training programs a pre-t

Question 6

Kirkpatrick's four levels of evaluation include

Accepted Answer

A) reaction,learning,results,and behavior. 
B) affective,cognitive,formative,summative. 
C) assess,evaluate,design,formulate. 
D) pretest,posttest,validity,ROI. 
A) reaction,learning,results,and behavior. 
B) affective,cognitive,formative,summative. 
C) assess,evaluate,design,formulate. 
D) pretest,posttest,validity,ROI.

Question 7

An evaluation study of the effectiveness of a new software program was conducted using volunteers.What is the greatest threat to validity?

Accepted Answer

A) maturation 
B) mortality 
C) interaction of selection and training 
D) initial group differences 
A) maturation 
B) mortality 
C) interaction of selection and training 
D) initial group differences

Question 8

Negative transfer is when learning occurs,but skills and results are less than pre-training levels.

Accepted Answer

A) True 
 B)False

Question 9

Training evaluation provides a way to understand the investments training produces and the information needed to improve training.

Accepted Answer

A) True 
 B)False

Question 10

The Solomon four-group evaluation design

Accepted Answer

A) allows only for the assessment of how much change has occurred,not whether we can attribute it to the training. 
B) combines the pretest/posttest comparison group and posttest only designs for the most rigorous evaluation design. 
C) does not reduce the threats to internal validity. 
D) is used in nearly half of the companies that evaluate training. 
A) allows only for the assessment of how much change has occurred,not whether we can attribute it to the training. 
B) combines the pretest/posttest comparison group and posttest only designs for the most rigorous evaluation design. 
C) does not reduce the threats to internal validity. 
D) is used in nearly half of the companies that evaluate training.

Question 11

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

Accepted Answer

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

Question 12

Random assignment of employees to the training and comparison groups is an attempt to put the employees who need the training the most in the training group.

Accepted Answer

A) True 
 B)False

Question 13

Research supports arguments of the Kirkpatrick model that lower levels,such as reactions and learning,cause the higher levels.

Accepted Answer

A) True 
 B)False

Question 14

External validity refers to

Accepted Answer

A) the generalizability of training results to other groups and situations. 
B) face validity. 
C) internal consistency. 
D) whether performance outcomes can be attributed to a training program. 
A) the generalizability of training results to other groups and situations. 
B) face validity. 
C) internal consistency. 
D) whether performance outcomes can be attributed to a training program.

Question 15

One advantage of the pretest posttest design with comparison group over the posttest only with comparison group is one can examine how much trainees have changed.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is not a reason to evaluate training programs?

Accepted Answer

A) determine financial benefits and costs 
B) determine which trainees benefit the most 
C) to assist in marketing programs 
D) to meet requirements of the Manpower Development and Training Act 
A) determine financial benefits and costs 
B) determine which trainees benefit the most 
C) to assist in marketing programs 
D) to meet requirements of the Manpower Development and Training Act

Question 17

__________ outcome measures learners' attitude and motivation.

Accepted Answer

A) Affective 
B) Reactions 
C) Cognitive 
D) Behavior 
A) Affective 
B) Reactions 
C) Cognitive 
D) Behavior

Training evaluation design refers to the process of collecting the outcomes needed to determine if training is effective.

Formative evaluation looks at

Tests and/or work samples are used to assess _______ outcomes.

Which of the following would not be a good way to measure affective outcomes?

What are the strengths and weaknesses of the seven evaluation designs? Which design would be best for comparing one training program to another? Which design would be well-suited for training programs directed toward outcomes such as accidents,scrap rate and productivity?

Kirkpatrick's four levels of evaluation include

An evaluation study of the effectiveness of a new software program was conducted using volunteers.What is the greatest threat to validity?

Negative transfer is when learning occurs,but skills and results are less than pre-training levels.

Training evaluation provides a way to understand the investments training produces and the information needed to improve training.

The Solomon four-group evaluation design

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

Random assignment of employees to the training and comparison groups is an attempt to put the employees who need the training the most in the training group.

Research supports arguments of the Kirkpatrick model that lower levels,such as reactions and learning,cause the higher levels.

External validity refers to

One advantage of the pretest posttest design with comparison group over the posttest only with comparison group is one can examine how much trainees have changed.

Which of the following is not a reason to evaluate training programs?

__________ outcome measures learners' attitude and motivation.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning:Theories and Program Design

Transfer of Training

Traditional Training Methods

E-Learning and Use of Technology in Training

Employee Development

Special Issues in Training and Employee Development

Careers and Career Management

Special Challenges in Career Management

The Future of Training and Development

Filters

Exam 6: Training Evaluation

Training evaluation design refers to the process of collecting the outcomes needed to determine if training is effective.

Formative evaluation looks at

Tests and/or work samples are used to assess _______ outcomes.

Which of the following would not be a good way to measure affective outcomes?

What are the strengths and weaknesses of the seven evaluation designs? Which design would be best for comparing one training program to another? Which design would be well-suited for training programs directed toward outcomes such as accidents,scrap rate and productivity?

Kirkpatrick's four levels of evaluation include

An evaluation study of the effectiveness of a new software program was conducted using volunteers.What is the greatest threat to validity?

Negative transfer is when learning occurs,but skills and results are less than pre-training levels.

Training evaluation provides a way to understand the investments training produces and the information needed to improve training.

The Solomon four-group evaluation design

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

Random assignment of employees to the training and comparison groups is an attempt to put the employees who need the training the most in the training group.

Research supports arguments of the Kirkpatrick model that lower levels,such as reactions and learning,cause the higher levels.

External validity refers to

One advantage of the pretest posttest design with comparison group over the posttest only with comparison group is one can examine how much trainees have changed.

Which of the following is not a reason to evaluate training programs?

__________ outcome measures learners' attitude and motivation.

Introduction to Employee Training and Development

Strategic Training

Needs Assessment

Learning:Theories and Program Design

Transfer of Training

Traditional Training Methods

E-Learning and Use of Technology in Training

Employee Development

Special Issues in Training and Employee Development

Careers and Career Management

Special Challenges in Career Management

The Future of Training and Development

Filters